Locum Tenens in Veterinary Medicine: Opportunities and Recruiting Challenges

Introduction

Locum tenens — temporary or contract-based veterinary work — is gaining traction as both a career choice for veterinarians and a staffing solution for clinics. Traditionally associated with human healthcare, locum tenens is now a growing option in veterinary medicine, helping clinics bridge gaps caused by retirements, turnover, or seasonal demand. According to Today’s Veterinary Business, demand for relief veterinarians has surged by over 20% since 2020, fueled by workforce shortages and shifting career priorities. For veterinary recruiters, locum tenens roles present both opportunities and unique challenges in sourcing, negotiating, and retaining talent.

Why Locum Tenens Is Growing in Veterinary Medicine

• Flexibility: Veterinarians value the ability to control their schedules and choose assignments.

• Income potential: Relief work often pays higher hourly rates compared to salaried positions.

• Lifestyle choice: Many mid-career veterinarians use locum tenens to avoid burnout or explore new regions.

• Employer need: Practices struggling with shortages rely on temporary staff to maintain service levels.

This model benefits both employers and candidates when managed effectively.

Challenges in Locum Tenens Recruiting

1. Candidate availability: Relief veterinarians are still relatively few compared to permanent candidates.

2. Continuity of care: Clinics may struggle with client trust and case follow-up when staff rotate frequently.

3. Licensing and regulation: Candidates must meet state-specific licensing requirements, limiting mobility.

4. Cost considerations: While often necessary, locum tenens can be more expensive than permanent hires.

Recruiters must balance these factors while framing locum tenens as a win-win solution.

Employer Strategies for Locum Tenens Recruiting

1. Clear expectations: Define scheduling, caseloads, and scope of duties in writing.

2. Competitive pay: Relief veterinarians expect higher hourly compensation, often $70–$100+ depending on location.

3. Housing and travel support: For rural or short-term roles, assistance with lodging is a strong incentive.

4. Integration: Introduce locum vets to staff and clients to ease transitions and maintain trust.

5. Pathways to permanence: Some locum tenens candidates may transition into full-time roles.

Case Example: Suburban Animal Hospital
A busy suburban practice in Ohio struggled with turnover and relied on locum tenens veterinarians to fill gaps. With recruiter support, the practice built a pool of reliable relief vets, negotiated fair pay rates, and created onboarding packets for temporary staff. This reduced disruption for clients and provided flexibility during hiring searches.

Case Example: Rural Mixed-Animal Practice
A mixed-animal practice in Montana faced seasonal demand peaks during calving season. Recruiters connected them with locum tenens veterinarians willing to cover short-term contracts with housing provided. The practice maintained service continuity while avoiding permanent overstaffing during off-peak months.

The Recruiter’s Role in Locum Tenens Staffing

Recruiters are indispensable in building and managing locum tenens pipelines. They:

• Source relief veterinarians through professional networks and alumni associations.

• Handle negotiations around pay, housing, and contract length.

• Advise employers on state licensing and compliance.

• Match candidates to clinics whose needs and culture align.

Recruiters also help employers see locum tenens not as a stopgap, but as a strategic staffing tool.

The Candidate Perspective

Veterinarians choosing locum tenens often ask:

• How consistent will my hours and assignments be?

• Is pay competitive, and are housing/travel included?

• Will I be treated as part of the team during short-term contracts?

• Can I balance relief work with other professional or personal goals?

Recruiters assist candidates by clarifying expectations and helping them evaluate long-term career fit.

Future Outlook: Locum Tenens Recruiting Beyond 2026

By 2030, locum tenens is expected to become a mainstream staffing model in veterinary medicine. Trends include:

• Increased digital platforms: Matching locum vets with clinics via apps and job boards.

• Corporate adoption: Large groups will build internal relief pools to support networked clinics.

• Expanded use in specialties: Oncology, surgery, and emergency relief roles will rise.

• Cross-border recruiting: International relief opportunities may emerge, particularly in North America and Europe.

Recruiters who adapt to these shifts will be central to shaping the future of locum tenens in veterinary medicine.

Conclusion

Locum tenens offers flexibility for veterinarians and much-needed relief for clinics, but it requires careful recruiting and management. Employers must provide competitive pay, clear expectations, and support for temporary staff. Candidates gain autonomy and income potential, while recruiters serve as the bridge ensuring both sides find value. As the veterinary workforce evolves, locum tenens will be a vital part of the recruiting landscape — not just a temporary fix, but a long-term staffing strategy.

References

• Today’s Veterinary Business — Relief Veterinarian Trends
• American Veterinary Medical Association — Workforce Data
• VIN Foundation — Veterinary Career Insights
• Bureau of Labor Statistics — Veterinary Employment Data
• National Association of Locum Tenens Organizations