The Rise of Mobile Veterinary Services: Recruiting on the Move

Introduction

Mobile veterinary services are one of the fastest-growing segments of the profession, offering convenience for pet owners and unique opportunities for veterinarians. According to IBISWorld, mobile veterinary services in the U.S. have grown steadily over the past five years, driven by demand for in-home care and reduced overhead costs for providers. For veterinary recruiters, the rise of mobile practices presents a new frontier: how do you attract and retain clinicians who thrive outside the walls of a traditional clinic?
 

Why Mobile Veterinary Services Are Growing

1. Pet owner convenience: In-home visits reduce stress for pets and owners, particularly for cats and anxious animals.

2. Cost savings: Employers benefit from lower overhead costs compared to brick-and-mortar hospitals.

3. Expanded access: Mobile services bring care to underserved or rural areas where clinics are scarce.

4. Pandemic influence: COVID-19 accelerated demand for in-home services and reshaped client expectations.

This growth requires new recruiting strategies tailored to the mobile model.

Recruiting Challenges in Mobile Veterinary Services

• Candidate fit: Not all veterinarians are comfortable working independently or without the infrastructure of a large clinic.

• Lifestyle trade-offs: While flexible, mobile practice often requires significant travel and adaptability.

• Support staff limitations: Technicians and assistants may be fewer, placing more responsibility on the veterinarian.

• Geographic constraints: Mobile veterinarians must cover wide territories, limiting candidate pools.

Recruiters must identify candidates with self-motivation, adaptability, and strong client communication skills.

Employer Value Propositions That Attract Mobile Veterinarians

1. Autonomy: Mobile vets often have more control over scheduling, case mix, and practice style.

2. Lifestyle flexibility: Candidates seeking a non-traditional career path are drawn to mobile roles.

3. Community impact: Mobile practices serve populations with limited access to care.

4. Financial incentives: Employers can offer profit-sharing models or revenue splits to attract entrepreneurial candidates.

Case Example: Mobile Startup in California

A new mobile veterinary company in Los Angeles struggled to attract candidates away from well-established clinics. Recruiters emphasized lifestyle benefits — reduced caseload stress, autonomy, and flexible scheduling. The company also offered a revenue split model that allowed veterinarians to earn more as the business grew. Within four months, the company hired two full-time doctors motivated by the entrepreneurial structure.

Case Example: Rural Mobile Service in the Midwest
A mobile clinic in Iowa faced challenges finding veterinarians willing to cover large territories. Recruiters reframed the opportunity around community service, highlighting the impact on underserved pet owners. They also negotiated relocation assistance and a four-day work week. The position was filled by a mid-career veterinarian seeking a mission-driven role.

The Recruiter’s Role in Mobile Veterinary Recruiting

Recruiters play a vital role in building mobile teams by:

• Sourcing candidates with entrepreneurial mindsets.

• Benchmarking compensation models, such as revenue splits or flexible pay structures.

• Advising on support staff strategies, including part-time technicians or rotating assistants.

• Crafting compelling messaging about autonomy, flexibility, and community impact.

Candidate Perspective: What Mobile Vets Look For

Veterinarians considering mobile roles often ask:

• Will I have adequate support and equipment?

• Is the compensation structure fair compared to clinic work?

• How much travel is required, and what does scheduling look like?

• Does the employer invest in safety, technology, and marketing?

Recruiters help candidates evaluate these factors to ensure long-term satisfaction.

Future Outlook: Mobile Veterinary Recruiting

By 2030, mobile services are projected to be a standard part of veterinary care delivery. Trends include:

• Integration with telehealth, allowing remote follow-ups.

• Expansion into specialty services, such as mobile imaging or oncology consults.

• Corporate investment, with large groups adding mobile units to diversify care models.

• Rising demand in urban areas, where convenience drives client choice.

Recruiters will need to position mobile roles as equal — if not superior — alternatives to traditional practice.

Conclusion

Mobile veterinary services are reshaping the industry and redefining how employers recruit talent. For candidates, these roles offer autonomy, flexibility, and a chance to make a tangible community impact. For employers, they provide a cost-effective and innovative way to deliver care. And for recruiters, mobile veterinary recruiting requires fresh strategies, from sourcing entrepreneurial candidates to designing creative compensation packages. As the industry moves forward, mobile services will no longer be a niche — they will be a cornerstone of veterinary care.

References

• IBISWorld — Mobile Veterinary Services
• American Veterinary Medical Association — Workforce Data
• VIN Foundation — Veterinary Workforce Trends
• Today’s Veterinary Business — Mobile Practice Growth
• Medscape — Physician Work Trends