Finding the right people has become one of the biggest challenges facing veterinary practices. Veterinarians often have several opportunities to consider, and salary is only part of what influences their decision. Mentorship, scheduling, workplace culture, flexibility, and the chance to build a life outside of work all matter. For practices, that means recruiting cannot begin only when someone leaves and the team is already stretched thin.

In this episode, I talk with Gwen Delavar, senior recruiter and owner of VetProCentral. Gwen has more than 30 years of experience in veterinary medicine and has worked in many areas of practice, giving her a firsthand understanding of how veterinary teams operate. She founded Progressive Veterinary Management Services in 1992, which later became VetProCentral, and now helps veterinary practices across the country recruit veterinarians and management professionals. She is also the founder of the National Veterinary Talent Acquisition Association and the author of Your Veterinary Dream Team.

Gwen shares what she is seeing in today's hiring market, including what new graduates are looking for and why meaningful mentorship often matters as much as compensation. We also talk about the risks that can come with large sign-on bonuses, common mistakes practices make during the hiring process, and why simply filling an open position is not always the answer. From writing a more honest job posting to looking beyond a résumé, Gwen offers practical ideas for attracting the right candidates and building teams that are more likely to stay.

Show Notes:
[02:20] Gwen shares how she entered veterinary recruiting and began helping practices find managers and veterinarians.

[05:02] The ongoing veterinarian shortage has created intense competition for candidates, especially in rural communities.

[08:18] Waiting until a staffing need becomes urgent can make an already difficult recruiting process even harder.

[11:43] New graduates are becoming more selective about location, mentorship, and workplace fit, while practices are working harder to improve retention.

[14:07] Large sign-on bonuses may come with lengthy commitments, repayment requirements, and production expectations.

[17:30] A closer look at the recruiting process covers practice culture, candidate interviews, compensation needs, and negotiations.

[20:27] *Your Veterinary Dream Team* offers guidance on job descriptions, recruiting strategies, advertisements, and finding stronger candidates.

[23:01] Telling an honest and memorable story can help a practice stand out and attract the right applicants.

[25:47] Gwen shares a memorable example of what can happen when recruiters do not understand the veterinary profession.

[27:08] Employee support, workplace culture, technology, family needs, and community involvement will continue shaping veterinary recruitment.

[29:03] The value that industry knowledge and a strong recruiting network can bring to a competitive search.

Links and Resources:
VHMA
VetProCentral
Gwendolyn Delavar - LinkedIn
Your Veterinary Dream Team: A Practical Guide to Attracting and Retaining Top Talent