Veterinary recruitment · For employers
Business Executive Group recruits permanent veterinarians, specialists and clinical leaders for Atlanta-area practices. BEGHR reports an 86% fill rate on active searches and a 23–55-day veterinary placement timeframe, with fees typically 50% below contingency recruiting. Billing begins after applicants are sent, with invoices tied to your agreed search milestones. Get 50% off second and subsequent hires for the same role.
Get your estimate through the pricing form. No commitment to start a search.
BEGHR VETERINARY RECRUITMENT
Milestone billing begins after applicants are sent. Your agreement defines the billing stages.
Direct candidate sourcing, a shortlist of 3–5 pre-screened candidates and billing that begins after applicants are sent to you. BEGHR handles your account and invoices, issued at least monthly during billable service delivery. A 45-day replacement provision applies under the engagement terms. Your practice interviews the candidates and hires the successful veterinarian directly.
Veterinary roles we recruit
Choose the recruitment service for your vacancy, from a general-practice associate to a specialist or multi-hospital leader.
Recruit permanent associate veterinarians for Atlanta-area practices with a hiring brief built around caseload, clinical support and practice fit.
View recruitment service →Define a Atlanta veterinary specialist search around clinical discipline, referral relationships, equipment and team support.
View recruitment service →Recruit a veterinary medical director with a clear balance of clinical care, team development and hospital leadership responsibilities.
View recruitment service →Scope regional veterinary director and multi-site leadership searches serving Atlanta-area practice groups.
View recruitment service →Define an emergency DVM search around shift coverage, case responsibility, overnight support and the hospital’s escalation process.
View recruitment service →Prepare a veterinary surgery recruiting brief with a defined credential requirement, procedure mix, facilities and referral support.
View recruitment service →For Atlanta veterinary employers
A Midtown associate role, a Cobb County medical director search and a Sandy Springs specialist appointment need different briefs. Start with the hospital address, county, clinical resources and schedule, then agree the search with BEGHR.
Specify independent procedures, appointment capacity and doctor overlap. If recruiting a new graduate, name the mentor and protect teaching time; Georgia sets 15 continuing education hours for a veterinarian licensed in the first year of a biennium.
Plan an associate search →Define the discipline, required credentials, shift pattern and resources already available. Explain referral communication, overnight staffing and inpatient handover, and name the technicians who support the shift.
Scope a specialist role →List the hospitals and decision authority. Separate clinical workload from protected time for coaching, clinical standards and team development, and set out how delegation to technicians follows Georgia’s supervision levels.
Define a medical director role →Use the actual work address, the city, the county and any additional facilities. Do not present a Cumming or Peachtree City vacancy as interchangeable with an Atlanta neighborhood hospital, and do not read a Marietta or Norcross mailing address as the city of the same name. A rotating role should state which days belong to which site and whether movement between sites happens between working days or during a clinical shift.
Choose the clinical and operational interviewers, confirm the employer-approved package and identify who can authorize an offer. Use the same role-related criteria for every candidate and give one person responsibility for feedback. Confirm the candidate’s Georgia license status before a start date is set, because Georgia does not license by reciprocity. Review the hiring brief and candidate scorecard before outreach.
This is permanent placement for employers. Your practice hires the selected candidate directly. An immediate relief shift needs a separate arrangement; this service does not promise a locum available today. Job seekers can start with BEGHR’s veterinary placement page; the pricing form here is for employer inquiries.
The Georgia State Board of Veterinary Medicine’s Rule 700-7-.03 requires veterinarians to obtain 30 hours of Board approved continuing education per biennium, including 2 hours on Georgia laws, rules and professionalism and 18 hours of scientific subject matter, and Rule 700-7-.01 sets license expiration at December 31 of even-numbered years. Rule 700-2-.01 states that the Georgia Veterinary Practice Act does not provide for license by reciprocity, and Rule 700-2-.02 requires proof of graduation, national exam scores and a passing score on the Georgia Veterinary Law Exam. The Georgia Veterinary Medical Association reports that HB 1408 lets licensed veterinary technicians give rabies vaccines under direct supervision beginning July 1 and that, as of June 26, 2026, a telemedicine Affidavit of Intent is required before offering telemedicine, teletriage or teleadvice. The University of Georgia College of Veterinary Medicine in Athens lists a DVM program and internship and residency programs, and O*NET OnLine, citing Bureau of Labor Statistics 2025 data, lists median wages in the Atlanta-Sandy Springs-Roswell area above the Georgia median and below the national median for veterinarians, veterinary technicians and veterinary assistants. The Atlanta Regional Commission describes itself as the official planning agency for the 11-county Atlanta region, and the Census Bureau’s place-by-county file shows several Atlanta area cities split across counties. The same state rules apply to every Atlanta employer, so confirm them before the Atlanta search starts.
Market context is attributed to Georgia State Board of Veterinary Medicine rules, Chapter 700, Rules 700-2, qualifications for admission to examination, Rules 700-7, renewal, reinstatement and continuing education, Rules 700-12, veterinary facility standards, Rules 700-14, scope of practice for veterinary technicians, GVMA continuing education requirements, GVMA on reporting continuing education in CE Broker, GVMA on HB 1408 and rabies vaccination by technicians, GVMA on the telemedicine affidavit requirement, University of Georgia College of Veterinary Medicine DVM program, University of Georgia internship and residency programs, O*NET OnLine Georgia wages for veterinarians, O*NET OnLine Georgia wages for veterinary technologists and technicians, O*NET OnLine Georgia wages for veterinary assistants, Atlanta Regional Commission about page and Census Bureau Georgia place-by-county file. These are third-party and state sources, not BEGHR claims.
Use the Georgia State Board of Veterinary Medicine page and license search for the relevant professional record. Georgia licenses veterinarians and veterinary technicians through the Georgia State Board of Veterinary Medicine, which sits under the Georgia Secretary of State. Assign a person to verify license status and the expiration date, record the verification date and resolve questions with the Board. Check any additional specialty credentials required by the employer with the issuing organization.
For a candidate moving from another state, review the Rules of the Georgia State Board of Veterinary Medicine (Chapter 700). Do not treat an out-of-state license or a preferred start date as confirmation that Georgia requirements are satisfied. Georgia does not license by reciprocity, and an applicant must pass the Georgia Veterinary Law Exam before licensure. The Board determines eligibility and timing; BEGHR does not issue licenses.
For continuing education and renewal rules, see the Georgia Veterinary Medical Association continuing education summary and Rules 700-7 on renewal and continuing education.
Build your credential-check plan →How milestone billing works
Recruiting is billed for work performed within your agreed fee range, with progress reviewed at defined search stages. BEGHR manages your account and invoices; the recruiting team handles sourcing, screening and candidate delivery.
Define the role, clinical requirements and candidate profile. Confirm the fee, billable milestones, invoice schedule and payment terms in your client agreement before work starts.
The recruiting team sources prospects and screens them against your brief. Weekly calibration reviews candidate quality, the pipeline and any changes needed to the sourcing strategy.
Review qualified candidates and confirm which meet your criteria before interviews. BEGHR’s published process starts billing after applicants are sent; your agreement defines the billable work, milestones and amounts.
The recruiter coordinates interviews, candidate communication and offer support. You select the hire. BEGHR invoices on your agreed cadence, at least monthly during billable service delivery.
This is hourly, pay-as-you-go recruiting within an agreed fee range, billed as work progresses. Completed billable work may be payable even if no placement is made. Your client agreement sets the range, billable milestones, amounts and due dates.
Select your role and submit your employer details to receive your estimate. No commitment to begin a search.
BEGHR vs. contingency recruiting
Compare how the search is delivered and billed. Request your estimate through the pricing form to see the fee for your veterinary role.
| What matters to your practice | BEGHR milestone billing | Contingency recruiting |
|---|---|---|
| Fee comparison | Typically 50% less than contingency firms. Get your role-specific estimate through the pricing form. | A salary-based placement fee, confirmed in the firm’s agreement. |
| When billing starts | After applicants are sent, under the agreed milestone plan. | Typically when a candidate is hired, under the firm’s terms. |
| How payments work | Hourly recruiting within an agreed range; progress invoices at least monthly during billable service delivery. | Typically one placement fee at close rather than progress invoices. |
| Reported search results | 86% fill rate on active searches, as reported by BEGHR across its placement service.* | 20% historical search win-rate benchmark reported by InsightSquared and cited by Sales Talent.* |
| Progress visibility | Weekly calibration, pipeline review and feedback on candidate quality. | Update frequency and reporting depend on the firm’s service. |
| Candidate shortlist | 3–5 pre-screened candidates matched to your role and practice. | Submission volume and screening depth vary by firm. |
| Candidate sourcing | Direct outreach to passive candidates, with sourcing and screening against your brief. | Methods vary: databases, job boards, networks and direct outreach. |
| Repeat hires | 50% off second and subsequent hires for the same role, subject to the agreed engagement. | Any repeat-hire discount depends on the firm’s agreement. |
| If no placement is made | Completed, billable milestones may still be payable. | A pure contingency engagement generally has no placement fee without a hire. |
| Your hiring decision | You interview, choose and employ the successful candidate directly. | You interview, choose and employ the successful candidate directly. |
*The 86% figure is BEGHR’s provider-wide report. The 20% figure is a historical industry search win-rate benchmark cited in Sales Talent’s discussion of InsightSquared research, originally published in 2015 and updated in 2025. These are different datasets, not a current veterinary-only, city-specific or like-for-like study. Results vary by firm and search.
Adapted from BEGHR’s milestone-versus-contingency comparison. Your client agreement confirms the service scope and billing terms.
Discuss the role, salary, hospital location and clinical requirements. BEGHR confirms the search scope and fee before sourcing begins.
BEGHR contacts candidates directly, including employed veterinarians who may consider a move but are not applying through job boards.
Review 3–5 candidates screened against the agreed role criteria. Your team interviews, selects and hires the professional directly.
Veterinary recruitment coverage
An Atlanta veterinary search works best when the hospital address comes before the city label. Atlanta neighborhoods, cities in DeKalb, Fulton, Cobb, Gwinnett, Cherokee, Forsyth, Fayette, Henry and Clayton counties, and mailing addresses that do not match city limits are different workplaces under different local governments. Business Executive Group uses the employer’s role, schedule and location to scope a permanent search.
Name the street address, city and county, and keep Atlanta neighborhoods separate from suburban cities. Several places cross county lines: Atlanta reaches Fulton and DeKalb counties, Roswell reaches Cobb and Fulton, College Park reaches Clayton and Fulton, and Austell reaches Cobb and Douglas. Mailing addresses can mislead: a Marietta hospital address listed on VEG’s site geocodes outside any incorporated place in Cobb County, and the Georgia Veterinary Medical Association’s Norcross address geocodes to Peachtree Corners. Coverage on this site is limited to Georgia; a hospital in another state falls under a different licensing authority.
The City of Atlanta’s GIS neighborhoods layer lists 248 neighborhoods, each assigned to a lettered Neighborhood Planning Unit. The Census Bureau’s place-by-county file puts Atlanta in both DeKalb and Fulton counties, so two county animal services systems can apply inside the city limits. Give the street address and the neighborhood the City assigns to it before describing a role, and list any suburban site as its own assignment.
Decatur, Brookhaven, Dunwoody and Tucker are separate incorporated cities, and the Census Bureau’s place-by-county file places each in DeKalb County. Atlanta’s own neighborhoods layer also lists a Brookhaven neighborhood in Neighborhood Planning Unit B that is separate from the City of Brookhaven, so a Brookhaven opening needs a street address. Name the city and the address together so a candidate does not read a Decatur or Tucker opening as an Atlanta one.
Sandy Springs, Roswell, Alpharetta and Milton are separate incorporated cities in Fulton County, north of the City of Atlanta, and the Census place-by-county file also lists Roswell in Cobb County. Roswell’s website says Fulton County Animal Services provides domestic animal control for the City of Roswell, and Sandy Springs’ website says Fulton County ordinances require dog and cat owners to license their pets. State the city, the county and the street address for each site, and keep a second site on its own line.
Marietta, Smyrna, Kennesaw and Austell are separate incorporated cities in Cobb County, and the Census place-by-county file also lists Austell in Douglas County. The City of Marietta’s website says the city does not administer animal control and sends complaints to Cobb County Animal Control, and Austell’s website designates Cobb County Animal Control officers as its city animal control officers. A Marietta mailing address does not always mean the City of Marietta, so give the street address and the city.
Lawrenceville, Snellville and Norcross are separate incorporated cities in Gwinnett County, which runs an Animal Welfare and Enforcement department and the Bill Atkinson Animal Welfare Center, according to the county’s website. Peachtree Corners is another incorporated Gwinnett city, and a Norcross mailing address can fall inside it. Name the city, the county and the street address for each role, and list any second site on a separate line.
Woodstock and Canton are separate incorporated cities in Cherokee County, and Cumming is an incorporated city in Forsyth County, according to the Census place-by-county file. Forsyth County runs its own Animal Services office, which the county’s 2025 rabies notice for the City of Cumming names. Say which county each hospital is in and which days belong to which site.
Peachtree City is in Fayette County, McDonough is in Henry County, and College Park is in both Clayton and Fulton counties according to the Census place-by-county file. Fayette County’s website lists its animal shelter at 1131 GA-74 in Peachtree City, a county facility inside a city. Treat each as its own search and state the county in the brief.
This Atlanta employer inquiry site is operated by Business Executive Group. BEGHR manages your client relationship and billing while the recruiting delivery team handles sourcing, screening and candidate delivery. Your signed client engagement confirms the search scope and terms.
Provider information reviewed October 25, 2026. These are BEGHR service descriptions, not independent labor-market statistics or a guarantee of a hiring outcome.
Employer questions
The service covers permanent associate veterinarians, veterinary specialists, emergency DVMs, surgery appointments, medical directors and regional veterinary leaders. Search fit depends on the role, clinical requirements and employer brief. The practice makes the final hiring decision.
This website is for practice owners and employer hiring teams seeking permanent veterinary staff. Its form requests a hiring brief and returns a placement estimate after employer opt-in. It is not an open-jobs directory or a candidate application form.
Agree the role, estimated fee range, billable milestones and payment terms before the search begins. Recruiting uses an hourly, pay-as-you-go model within the agreed range. BEGHR’s published placement process starts billing after applicants are sent. Invoices follow the agreed cadence, at least monthly during billable service delivery. BEGHR handles client billing and account questions.
Milestone billing pays for agreed work as the search progresses, so completed billable milestones may still be payable without a placement. Your client agreement specifies the billing triggers, amounts, due dates and any cancellation terms.
Select your role, complete the hiring questions and submit your employer contact details through the pricing form to receive an estimated fee range. BEGHR confirms the role classification, final fee and payment milestones before you engage the service.
BEGHR’s placement timeframe is 23–55 days. Timing depends on the role, candidate availability and the employer’s hiring process.
BEGHR offers placement at typically 50% less than contingency recruiting and 50% off second and subsequent hires for the same role. Use the pricing form for an estimate and confirm your fee and repeat-hire eligibility before starting.
BEGHR reports 86% fill rate on active searches across its placement service. This provider-wide figure is not a city-specific or veterinary-only result and does not guarantee an individual hiring outcome.
Business Executive Group receives your contact information, selected roles, qualification answers, placement estimate and the originating website and page through its existing BEGHR lead intake. This is an employer inquiry, not a candidate job application.
The instant-pricing form uses BEGHR’s role categories and current retail ranges to show an estimate after you submit your employer details. The provider confirms the actual category, scope, payment milestones and commercial terms before a search engagement begins.
For practice owners and hiring teams
Choose your roles, answer the hiring questions and submit your employer details to receive your placement estimate.