At PetVet Care Centers, our mission is to improve the lives of animals and people — providing exceptional and compassionate care at every stage — for all the moments that matter.
Because life is better with pets.
We deliver the Ultimate Care Experience — every pet, every client, every time. That starts with a Culture of Care that supports our team members as much as the pets and clients we serve.
With more than 420 locally led hospitals and over 11,000 team members nationwide, we offer:
- Local autonomy with national support
- Career mobility and development opportunities
- A collaborative, inclusive environment where your wellbeing comes first
You care for pets. We care for you.
Position Overview
We are seeking an experienced and results-oriented Director, DVM Talent Acquisition to lead our national team of DVM recruiters and oversee the execution of veterinary recruiting across our General Practice, Emergency, and Specialty hospitals. Reporting to the Executive Vice President of Talent Acquisition, this role is responsible for building, coaching, and developing a high-performing recruiting team while driving accountability for hiring results, recruiter productivity, and service excellence.
The Director will establish recruiting standards, performance metrics, and best practices while ensuring consistent execution across the recruiting function. This leader will partner closely with operational and medical leadership to prioritize DVM hiring needs, manage recruiting resources, oversee external recruiting partners, and ensure an exceptional experience for candidates and hiring leaders. The ideal candidate is a collaborative people leader with a passion for developing teams, improving recruiting operations, and delivering measurable hiring outcomes.
Key Responsibilities
Recruiting Leadership & Team Development
- Lead, coach, mentor, and develop a national team of DVM recruiters, creating a culture of accountability, collaboration, and continuous improvement.
- Establish clear recruiter performance expectations, productivity standards, and key performance indicators (KPIs).
- Conduct regular performance reviews, pipeline reviews, and coaching sessions to improve recruiter effectiveness and hiring outcomes.
- Identify training and development opportunities to build recruiter capabilities in sourcing, candidate engagement, closing, and stakeholder management.
- Recognize and reward high performance while proactively addressing performance gaps.
Recruiting Operations & Execution
- Oversee the day-to-day execution of DVM recruiting activities to ensure hiring goals are achieved.
- Partner with Regional Vice Presidents, Regional Medical Directors, and hiring leaders to prioritize requisitions and allocate recruiting resources effectively.
- Monitor recruiting pipelines, aging requisitions, interview activity, and offer progress to ensure timely movement through the hiring process.
- Remove barriers that impact recruiting performance and implement solutions that improve speed, quality, and efficiency.
- Ensure recruiters deliver a consistent, high-quality candidate and hiring leader experience.
Vendor & External Partner Management
- Manage the day-to-day relationship and performance of the Recruitment Process Outsourcing (RPO) partner.
- Oversee relationships with search firms, staffing agencies, sourcing partners, and other external recruiting vendors.
- Establish service expectations, monitor performance metrics, and conduct regular business reviews to ensure partners deliver quality candidates and meet hiring objectives.
- Evaluate vendor performance and recommend adjustments based on business needs and results.
Performance Management & Reporting
- Own recruiting performance metrics, including:
- Recruiter productivity
- Time-to-fill
- Offer acceptance rate
- Aging requisitions
- Pipeline health
- Source effectiveness
- Hiring goal attainment
- Develop and maintain recruiting dashboards that provide visibility into team performance and hiring progress.
- Use recruiting data to identify trends, improve execution, and drive accountability across the recruiting team.
- Ensure compliance with recruiting processes, documentation standards, and employment practices.
Sourcing & Talent Pipeline Management
- Partner with recruiters to develop proactive sourcing strategies for difficult-to-fill and specialty positions.
- Support the development of sustainable talent pipelines through referrals, CRM campaigns, recruitment marketing, industry partnerships, and sourcing tools.
- Monitor labor market trends and competitive intelligence to help recruiters effectively position opportunities.
- Collaborate with Recruitment Marketing to support employer branding initiatives, hiring events, and talent campaigns.
Cross-Functional Partnership
- Partner with Operations, Medical Leadership, HR, and Recruitment Marketing, to support hiring goals.
- Provide regular recruiting updates, operational insights, and market feedback to leadership.
- Support the implementation of recruiting technology, process improvements, and operational initiatives that improve recruiter effectiveness and hiring outcomes.
- Promote collaboration and consistency across the Talent Acquisition organization.
Continuous Improvement & Innovation
- Identify opportunities to leverage recruiting technology, automation, and AI to improve operational efficiency and hiring outcomes.
- Standardize best practices across the recruiting team to drive consistency and scalability.
- Lead continuous improvement initiatives that enhance recruiting process, recruiter productivity and the candidate experience.
Qualifications (Required)
- Bachelor's degree or equivalent experience required.
- 8+ years of progressive Talent Acquisition experience, including leadership of recruiting teams.
- Experience leading physician, veterinarian, healthcare, or other specialized professional recruiting functions strongly preferred.
- Demonstrated success leading recruiter performance and delivering hiring results in a fast paced, high-volume environment.
- Experience managing Recruitment Process Outsourcing (RPO) partnerships, search firms, staffing agencies, or other external recruiting vendors.
- Strong understanding of recruiting metrics, reporting, and performance management.
- Proven ability to coach, develop, and motivate recruiting teams.
- Excellent communication, relationship-building, and organizational skills.
- Experience working with applicant tracking systems, CRM platforms, sourcing tools, and recruiting technologies.
What We Offer
We care deeply about supporting our team members — professionally and personally. Benefits include:
- Medical, dental, and vision insurance
- Paid Parental Leave (birth, adoption, foster)
- 401(k) with discretionary contribution
- Team Member Pet Discounts
- Emotional wellbeing support — including Calm app access and 24/7 EAP
- CE stipends and career development resources
- Grant Circle — a relief fund for team members facing personal hardship
- Local hospital culture backed by national resources
At PetVet Care Centers, we're committed to a Culture of Care — for pets, for the people who love them, and for the team members who make it all possible. With more than 400 hospitals across the U.S. and a team of over 11,000 dedicated professionals, including 1700+ veterinarians, we offer a unique blend of local leadership and national support that helps our hospitals thrive.
Our model is built on partnership, collaboration, and local medical autonomy, empowering each hospital to deliver high-quality care while benefiting from shared resources and a strong professional community. Whether you're providing care in a hospital or supporting operations behind the scenes, PetVet is a place where you can grow your career, stay connected to your purpose, and make a meaningful impact.
You care for pets. We care for you.
PetVet is an equal opportunity employer. All employment decisions are made without regard to race, color, age, gender, gender identity or expression, sexual orientation, marital status, pregnancy, religion, citizenship, national origin/ancestry, physical/mental disabilities, military status or any other basis prohibited by law. EOE, M/F/D/V
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