Veterinary Recruiter

Small Door is membership-based veterinary care designed with human standards that is better for pets, pet parents, and veterinarians alike. We designed and delivered a reimagined veterinary experience via a membership that includes exceptional care, 24/7 telemedicine, and transparent pricing - delivered with modern hospitality in spaces designed by animal experts to be stress-free. We opened our flagship location in Manhattan's West Village in 2019 and have quickly expanded across the East Coast.

Small Door now operates in New York City, Boston, Washington DC, Maryland and Virginia with continued expansion plans in 2026.

You will be the recruiting leader for veterinary doctors at Small Door — building deep, ongoing relationships with veterinarians and the broader vet community that fuel sustainable talent pipelines across multiple markets. This role goes beyond transaction-based hiring: it’s about understanding individual motivations, aligning them with our mission and culture, and guiding high-value candidates through an intentionally curated experience from first conversation to their first day and beyond.

This includes strategic planning and execution for new practice openings — establishing talent benchmarks, developing targeted outreach strategies, and actively managing conversion across recruiting stages.

Your work will directly impact our ability to scale thoughtfully while maintaining quality, culture fit, and candidate enthusiasm. Success depends on strong judgment, in-market presence, and clear, consistent communication with internal stakeholders as progress, risks, and timelines evolve.

• Serve as the primary recruiting partner for veterinarians across Small Door’s Northeast markets, building deep, long-term relationships with both active and passive candidates.

• Travel regularly to practices and priority markets (NYC, Boston, DMV, and future Northeast locations) to meet candidates in person, understand local talent dynamics, and strengthen referral networks.

• Spend meaningful time in clinics to learn team culture, staffing needs, and identify referral opportunities directly from doctors and nurses.

• Maintain an always-on pipeline of DVM talent across experience levels, engaging candidates consistently even when roles are not yet open or approved.

• Own end-to-end recruiting for DVM hires, including sourcing, relationship management, screening, interview coordination, offer strategy, and close.

• Build and nurture relationships with veterinary schools, alumni networks, industry associations, and local veterinary communities throughout the region.

• Plan and execute in-market networking events, candidate dinners, conference engagement, and other relationship-building initiatives — owning both preparation and follow-through.

• Develop and maintain repeatable recruiting playbooks for hiring DVMs, ensuring scalable and consistent hiring practices.

• Create and maintain a clear, centralized source of truth for pipeline health, candidate engagement, and market insights so leaders have real-time visibility into progress and risk.

• Partner closely with Practice Managers, Medical leadership, and Operations to forecast needs, anticipate coverage gaps, and build pipelines well ahead of hiring demand.

• Use market intelligence and recruiting data to continuously refine sourcing strategies and improve conversion across the hiring funnel.

• Strong, active benches of engaged DVM candidates exist across all Northeast markets at any given time.

• Pipelines are built months in advance of anticipated openings, reducing vacancy risk and last‑minute hiring pressure.

• A consistent cadence of in-person candidate meetings, market visits, and networking activity is maintained.

• A meaningful portion of hires originate from proactive outreach and long-term relationship building — not just inbound or existing referrals.

• Time-to-fill becomes more predictable due to sustained pipeline depth.

• Replicable recruiting playbooks are in place and used consistently across markets and roles.

• Stakeholders have clear, ongoing visibility into candidate status, pipeline health, and market conditions without relying on ad-hoc…