Recruiting for Specialty Equine and Large Animal Practices

Introduction

Recruiting for equine and large animal veterinarians is among the most pressing challenges in the profession today. According to the U.S. Department of Agriculture (USDA), more than 500 counties across the United States are designated as veterinary shortage areas, most of them rural regions requiring large animal or mixed-animal care. At the same time, fewer veterinary graduates are choosing careers in equine or livestock medicine, citing lifestyle challenges, geographic limitations, and compensation concerns. For employers and veterinary recruiters, addressing this imbalance is critical to sustaining animal health, food supply systems, and rural economies.

Why Large Animal and Equine Recruiting Is Difficult

• Geography: Most large animal practices are located in rural areas, which are less appealing to new graduates seeking urban amenities.

• Workload: Large animal veterinarians often work long hours with on-call responsibilities, leading to higher burnout risk.

• Compensation gaps: Salaries for equine and large animal practitioners lag behind small animal general practice.

• Educational pipeline: Fewer students are entering large animal tracks in veterinary school, shrinking the candidate pool.

These factors combine to make recruiting for equine and large animal practices one of the toughest niches in veterinary staffing.

Employer Strategies to Attract Large Animal Veterinarians

1. Competitive compensation: Offering salaries closer to small animal averages ($100,000–$120,000+) along with signing bonuses.

2. Loan repayment support: USDA and state-level programs can subsidize debt repayment for veterinarians in shortage areas, a major draw for candidates.

3. Work-life balance: Rotating on-call schedules and technician support reduce burnout.

4. Housing and relocation assistance: Essential for recruiting to rural communities.

5. Career development: Opportunities to teach, mentor, or specialize in areas like equine surgery or food animal production.

Case Example: Equine Practice in Kentucky

An equine referral hospital needed to recruit surgeons and sports medicine specialists but faced candidate shortages. By working with recruiters, the practice developed a global recruiting strategy, targeted CE events, and offered research opportunities. They filled two roles with candidates from Canada who valued the chance to work in a world-class equine hub.

Case Example: Large Animal Mixed Practice in Texas
A mixed-animal practice in rural Texas had chronic turnover. Recruiters helped secure USDA loan repayment partnerships and reframed the opportunity around community leadership. Within four months, they recruited a new graduate motivated by loan support and the chance to serve ranching communities.

The Recruiter’s Role in Large Animal and Equine Staffing

Recruiters specializing in this segment provide critical value by:

• Mapping candidates through universities, residency programs, and international networks.

• Advising on compensation benchmarks specific to large animal medicine.

• Highlighting rural lifestyle benefits, such as lower cost of living and community leadership.

• Partnering with federal and state agencies to integrate loan repayment incentives into offers.

Recruiters also serve as storytellers, reframing these roles as high-impact careers central to animal welfare and agriculture.

Candidate Perspective

Large animal and equine veterinarians often weigh:

• Can I sustain the lifestyle and workload long term?

• Will compensation and benefits offset student debt?

• Is there a supportive team structure to prevent burnout?

• Does the role offer opportunities for specialization, leadership, or teaching?

Recruiters help candidates evaluate whether rural or equine opportunities align with their career and personal goals.

Future Outlook: Equine and Large Animal Recruiting

By 2030, demand for large animal veterinarians will grow significantly as livestock industries expand and equine sports medicine evolves. Trends to watch include:

• More international recruiting, as U.S. employers look abroad for equine specialists.
• Technology adoption, including mobile imaging and teleconsultation, to reduce workload.
• Expanded loan repayment programs, incentivizing rural practice.
• Corporate entry, as larger groups begin investing in equine and mixed practices.

Recruiters who specialize in this space will be critical to bridging workforce shortages.

Conclusion

Recruiting for equine and large animal practices is one of the toughest yet most essential challenges in veterinary medicine. Employers must offer competitive compensation, loan repayment support, and lifestyle balance to compete for limited candidates. For veterinarians, these roles provide opportunities for meaningful impact in animal health and rural communities. And recruiters remain the key to connecting practices with the passionate professionals who sustain this critical sector.

References

• U.S. Department of Agriculture — Veterinary Shortage Areas

• American Veterinary Medical Association — Workforce Data

• VIN Foundation — Veterinary Workforce Trends

• Today’s Veterinary Business — Equine and Large Animal Trends

• Bureau of Labor Statistics — Veterinary Employment Data