Veterinary Succession Planning: Preparing for Retiring DVMs

Introduction

Veterinary medicine is experiencing a demographic shift as many doctors of veterinary medicine (DVMs) near retirement age. According to the American Veterinary Medical Association (AVMA), nearly 40% of practicing veterinarians are over age 55, meaning thousands will retire within the next decade. For animal hospitals and recruiting firms, this wave of retirements creates both a challenge and an opportunity: how to prepare for smooth leadership transitions, transfer of patient relationships, and continuity of care. Veterinary recruiters are uniquely positioned to guide employers through succession planning that safeguards both business stability and patient trust.

Why Succession Planning Matters in Veterinary Medicine

Veterinary practices are built not only on medical expertise but also on community trust and client loyalty. When a senior veterinarian retires without a plan, practices risk losing patients, overburdening remaining doctors, and damaging their reputation. Succession planning ensures:

• Continuity of care for patients and clients

• Business stability during ownership or leadership changes

• Knowledge transfer from retiring DVMs to younger clinicians

• Stronger recruiting pipelines that anticipate future needs

Without succession planning, vacancies often result in rushed, reactive recruiting, increasing the risk of mismatched hires.

Key Challenges in Veterinary Succession Planning

1. Ownership transitions: Independent practice owners may struggle to sell or transfer ownership if successors are not identified early.

2. Candidate shortages: With a limited pipeline of graduates, replacing retiring DVMs is increasingly difficult.

3. Geographic constraints: Retirements often hit hardest in rural or suburban areas already facing recruiting challenges.

4. Cultural continuity: Retirements can destabilize clinic culture if new hires are not integrated thoughtfully.

5. Financial planning: Practices must balance buyouts, compensation, and recruiting budgets during transitions.

Employer Strategies for Effective Succession Planning

1. Start early: Identify potential retirement timelines at least five years in advance.

2. Develop internal talent: Encourage mentorship between senior and junior veterinarians to prepare future leaders.

3. Partner with recruiters: Build pipelines of candidates ready to step into leadership or ownership roles.

4. Flexible transition models: Allow retiring DVMs to phase out gradually, offering part-time or relief shifts during handoffs.

5. Employer branding: Position the clinic as forward-thinking by showcasing mentorship and transition programs in recruiting materials.

Case Example: Independent Practice in the Southeast
A three-doctor practice in Georgia faced the retirement of its founder. With recruiter guidance, the clinic launched a two-year succession plan: hiring a mid-career DVM with leadership potential, providing mentorship overlap with the retiring owner, and structuring a buy-in plan. Clients were reassured by the transition’s transparency, and staff turnover remained low.

Case Example: Corporate Group Acquisition
A corporate veterinary network in Texas acquired a clinic where two senior doctors planned to retire. Recruiters sourced younger associates and framed the opportunity as a chance to step into leadership. The corporate group provided structured onboarding and retention bonuses. Within a year, the clinic not only retained its patient base but expanded services, turning a potential risk into growth.

The Recruiter’s Role in Succession Planning
Recruiters serve as succession partners, not just talent scouts. Their contributions include:

• Market mapping: Identifying candidates with leadership or ownership potential.

• Compensation benchmarking: Ensuring offers reflect both clinical duties and succession responsibilities.

• Transition consulting: Advising employers on overlap periods, communication plans, and culture preservation.

• Pipeline building: Engaging younger veterinarians early to ensure continuity when retirements occur.

Recruiters also act as mediators, balancing the expectations of retiring DVMs, incoming associates, and practice owners.

The Candidate Perspective

Veterinarians considering succession opportunities often ask:

• Will I have mentorship and support during the transition?

• Is there a pathway to ownership or leadership?

• How stable is the patient base and clinic culture?

• Does compensation reflect added responsibilities?

Recruiters help candidates evaluate whether opportunities align with long-term goals, particularly those interested in practice ownership.

Future Outlook: Succession Planning in Veterinary Recruiting

By 2030, retirements will accelerate, especially among independent practice owners. Trends include:

• Corporate acquisitions: More retiring owners will sell to corporate groups.

• Younger leadership pipelines: Practices investing in mentorship today will secure smoother transitions.

• Increased demand for recruiters: Succession planning will become a core service for veterinary recruiting firms.

• Creative transition models: Shared ownership, phased retirements, and hybrid employment structures will become common.

Employers who fail to plan risk both staff burnout and loss of market share.

Conclusion

Veterinary succession planning is no longer optional — it is critical to long-term success. With a large wave of retirements on the horizon, employers must prepare now to secure their patient base, culture, and financial health. Candidates gain leadership and ownership opportunities, while recruiters play the strategic role of connecting practices with future-ready veterinarians. In 2026 and beyond, succession planning will define which veterinary practices thrive and which struggle.

References

• American Veterinary Medical Association — Workforce Data

• VIN Foundation — Veterinary Workforce Trends

• Today’s Veterinary Business — Succession Planning Insights

• Bureau of Labor Statistics — Veterinary Outlook

• Medscape — Physician Demographics