Launching a veterinary practice is no small feat, but building the right team from day one? That’s where the real magic (and challenge) begins.

Dr. Pokard of Fauna Vet Collective didn’t just want a staff. She wanted a culture. “My vision for the ideal team was one that shared the core values Fauna was built upon,” she says. “I can teach someone how to work with exotic animals, but it’s hard to teach certain personality traits.”

So how do you hire for a veterinary dream team, especially when starting from scratch? Let’s take a look at how Fauna Vet did it and what you can learn from their journey.

Prioritize the Role You Can’t Do Alone

One of the first decisions Dr. Pokard made was to hire a practice manager, before any other clinical roles.

“Trying to be the doctor, business owner, and manager all in one is extremely difficult,” she says. “I wanted to set myself up as best as possible so I didn’t have to struggle with the business side of running the practice.”

This early hire allowed her to focus on patient care and culture-building while someone else handled logistics, scheduling, and systems, an essential investment that more startups should make.

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Build the Brand Before You Post the Job

Long before she started hiring, Dr. Pokard had already laid the foundation for success, by building a personal brand.

“Several years before starting a practice, I started a personal brand on Instagram,” she explains. “It was to promote exotic animal medicine and share my life as a veterinarian, but it was also in hopes of building a community.”

That strategy paid off. When Fauna Vet was finally ready to open its doors, it wasn’t just another job listing, it was a long-awaited opportunity. “I had many interested and qualified candidates reaching out,” she says.

📈 Pro tip: Building a trusted brand, especially online, creates a pipeline of aligned candidates before the job ad ever goes live.

Culture Over Everything

While technical skills matter, Dr. Pokard emphasized something else as her top hiring criteria: culture fit.

“With a unique practice, you have to stay true to your vision to really communicate the worth to the pet owner,” she says. “You have to have team members that support and believe in the vision as much as you do.”

This belief guided her entire hiring process, which was built on behavioral interview questions rather than technical ones. “These are characteristics you can’t really teach,” she explains.

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Write Job Descriptions That Reflect Your Practice Values

When it came time to craft job descriptions, Dr. Pokard started with resources from the CVMA, but then rewrote them with her own clinic in mind.

“I did write my own job descriptions,” she says. “I adjusted them to the needs of my clinic.”

This step ensured candidates knew exactly what Fauna stood for and what would be expected of them in a startup setting.

Onboarding That Balances Structure and Flexibility

Training at a brand-new practice is very different from onboarding someone into an established clinic. Dr. Pokard created a hands-on process that included:

• Software training
• Exotics handling and husbandry
• Team-building exercises
• Practice clinic days

“I definitely had to improvise some days,” she admits. “And I’m still learning the best process for onboarding more team members now.”

Her advice? Be flexible, keep learning, and prioritize team connection from the very beginning.

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Salaries, Sacrifices, and Startup Realities

One of the toughest parts of hiring early is figuring out how to offer competitive compensation with limited resources.

“It was extremely important to me to be able to offer a living wage to my team,” says Dr. Pokard, especially in Southern California’s expensive market. “I was willing to sacrifice other things if it meant I could offer a competitive wage.”

Benefits were minimal at first, no PTO or CE allowance, but the exchange was honesty, mentorship, and a workplace that prioritized mental health. “As a start-up practice, I was very honest with applicants.”

This transparency helped attract the right people, while building trust and shared purpose from day one.

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Mistakes? Not Quite. But Lots of Learning.

“I really don’t think I made any ‘mistakes,’” she reflects. “Every moment is a learning opportunity.”

One of her biggest takeaways? “Be very clear and communicative during the hiring process on your expectations.” Clear communication upfront avoids confusion and sets the tone for accountability and alignment.

Advice for New Practice Owners

For other veterinarians about to start their hiring journey, Dr. Pokard keeps it simple:

“Stick to the basics and don’t forget your vision and values. It’s easy to get caught up in the stress of it all, but if you remind yourself of your why, then it will be easier to hire your first team.”

Whether you're starting your own clinic or rethinking your current team, the lessons from Fauna Vet Collective are clear: Build intentionally, communicate honestly, and always lead with your values.

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FAQ

1. How do I find the right cultural fit for my veterinary team?
Use behavioral-based interview questions and focus on shared values. Skills can be taught but attitude and alignment can’t.

2. What should I prioritize when hiring my first veterinary team member?
A practice manager or administrative lead can take pressure off the business side and allow you to focus on medicine and leadership.

3. How can I attract talent before I open my practice?
Build your brand early: especially on social media. Show your values, your approach to care, and create community well before hiring starts.

4. What if I can’t afford high salaries or benefits right away?
Be transparent. Offer what you can: mentorship, growth, mental health support and grow your benefits over time.

5. Should I write my own job descriptions or use templates?
Start with vetted templates like those from the Hound or AVMA, but always customize them to reflect your practice’s unique needs and values.