Opening a new veterinary practice is an exciting opportunity. It’s a chance to build something from the ground up, establish your own approach to patient care and create a team culture that reflects your vision.
But while much of the focus naturally falls on premises, equipment, funding and clinical facilities, one of the most important parts of the process is often overlooked until later: recruitment.
Building the right team takes time. And when you're opening a new practice, leaving recruitment until the last minute can create unnecessary pressure, limit your options and potentially delay your plans.
Here are some key reasons why your recruitment strategy should start early.
1. The right people are rarely available immediately
The veterinary professionals you most want to attract may already be employed, working out their notice period or carefully considering their next career move.
An experienced Veterinary Surgeon, Clinical Director or Registered Veterinary Nurse may be interested in a new opportunity, but that doesn't necessarily mean they can start next week.
Some candidates may have contractual notice periods, existing commitments or specific requirements around their next role. Others may need time to relocate or arrange a move.
Starting the process early gives you access to a wider pool of candidates and allows you to plan around realistic availability, rather than relying solely on those who happen to be free at short notice.
2. New practices need more than just clinical experience
When building a team for a new practice, recruitment isn't simply about finding someone who can do the job.
You need people who align with the vision of the practice and can contribute to its development.
For example, you may be looking for Veterinary Surgeons with particular clinical interests, RVNs who are confident working in a growing environment, or a Clinical Director who can help establish protocols, support the team and shape the practice culture.
These appointments can have a significant influence on how the practice develops.
Taking the time to identify the right people — rather than recruiting purely to fill a rota — can make a real difference to the long-term success of the business.
3. Your opening timeline may be more flexible than your candidates' availability
New practice projects often involve multiple moving parts. Building work, equipment installation, registrations and operational preparations may all be subject to changing timelines.
Recruitment needs to account for this.
If you wait until the opening date is fixed and approaching, you may find that your preferred candidates are no longer available or that you don't have enough time to complete the process properly.
Starting early allows you to build a pipeline of suitable professionals, understand their availability and keep communication open as the project progresses.
It also gives you more flexibility if the opening date changes.
4. A strong founding team can help shape your practice culture
One of the biggest advantages of opening a new practice is the opportunity to establish your culture from day one.
Your first employees will play an important role in defining what that culture looks like in practice.
They will influence how the team works together, how new colleagues are welcomed and how the practice's values are reflected in everyday patient care.
Recruiting people who share your approach to teamwork, communication and clinical standards can help create a positive environment from the outset.
Culture is much harder to establish when recruitment is rushed and people are appointed simply because a position needs to be filled.
5. Recruitment is also about selling the opportunity
A new veterinary practice can offer something genuinely exciting to candidates.
There may be opportunities to:
Help shape a new practice from the beginning.
Influence clinical protocols and ways of working.
Develop a particular area of clinical interest.
Take on leadership or mentoring responsibilities.
Work with new facilities and equipment.
Become part of a team with a clear vision for the future.
However, candidates need to understand what makes the opportunity attractive.
A recruitment campaign should communicate more than the job title and salary. It should explain the vision behind the practice, the opportunities available and the kind of environment you want to create.
Starting early gives you time to develop that message and identify which aspects of the opportunity will appeal most to your target candidates.
6. Recruiting in stages can be more effective than recruiting everyone at once
Depending on the size and nature of the project, it may not be necessary — or practical — to appoint the entire team simultaneously.
A staged recruitment strategy can help you prioritise the roles that are most important during the early phases of the practice.
For example, you may want to appoint a Clinical Director or senior Veterinary Surgeon early enough for them to contribute to planning, followed by additional Veterinary Surgeons and RVNs as the opening date approaches.
This can help ensure that key team members are involved in shaping the practice, while allowing recruitment to remain aligned with operational needs.
7. Early planning gives you time to get the offer right
A competitive salary is important, but the overall package matters too.
Before beginning recruitment, it is worth considering:
Salary and benefits.
Working hours and rota expectations.
Weekend and out-of-hours commitments.
CPD and certificate support.
Annual leave.
Opportunities for progression.
Leadership or partnership potential.
Relocation or visa support, where appropriate.
Having clarity on these points early in the process makes it easier to attract suitable candidates and avoid delays later.
It also helps ensure that everyone involved in the recruitment process is communicating a consistent and accurate picture of the opportunity.
8. The cost of getting recruitment wrong can be significant
Delaying recruitment may seem like a way to manage costs while a practice is still being established. However, vacancies at or shortly after opening can create their own challenges.
An understaffed team may face increased pressure, reduced appointment capacity or a heavier reliance on temporary support. It can also make it more difficult to deliver the patient experience and working environment you intended to create.
Recruiting too quickly can carry risks too. Appointing someone who isn't the right fit may lead to early turnover, additional recruitment costs and disruption at a crucial stage of the practice's development.
A well-planned recruitment strategy helps balance the need to control costs with the importance of building a sustainable team.
When should recruitment begin?
There is no single timeline that works for every new practice. It will depend on the size of the project, the roles required, the location and how difficult the positions may be to fill.
However, as a general principle, recruitment should begin well before the planned opening date — particularly for senior or specialist appointments.
The earlier you begin, the more time you have to:
Define the roles and ideal candidates.
Establish a competitive package.
Promote the opportunity effectively.
Meet and assess suitable professionals.
Allow for notice periods and relocation.
Build a team that is ready for the next stage of growth.
Building a team that grows with your practice
Opening a new veterinary practice is about more than getting the doors open. It's about creating a business that can thrive over the long term.
The people you appoint at the beginning will play a significant role in that journey.
By starting your recruitment strategy early, you give yourself the best possible chance of attracting the right professionals, creating a strong team culture and ensuring your practice is prepared for a successful launch.
The earlier you start planning your team, the more options you have — and the better positioned your practice will be for the future.
Planning a new practice or expansion project?
At Vetted Recruitment, we support veterinary practices with recruitment across a range of roles, from Veterinary Surgeons and RVNs to senior and leadership positions.
If you're planning a new practice opening or expanding an existing team, we'd be happy to discuss your requirements and help you develop a recruitment strategy that works around your timeline. Contactus@vettedrecruitment.co.uk