Director of Talent Acquisition

Director of Talent Acquisition

We are building a leading network of specialty and emergency veterinary hospitals, and talent will be one of the biggest drivers of our growth. As our first dedicated Talent Acquisition leader, you’ll build the recruiting function from the ground up. You’ll create the team, employer brand, pipelines, and processes that help us attract exceptional specialists, doctors, technicians, and other clinical talent as we grow.

About the Network

NorthStar VETS, Philadelphia Animal Specialty & Emergency (PASE), and Veterinary Specialty Services (VSS) are founding hospital systems in a growing network of doctor-owned specialty and emergency veterinary practices. We are building something designed to endure for generations: a national network where veterinarians have a meaningful opportunity to own the practices they help build, clinical decisions remain in the hands of doctors, and hospitals retain the local identity, relationships, and judgment that made them successful in the first place. The network brings the advantages of scale - stronger recruiting, shared resources, technology, purchasing power, training, and investment in growth - without asking hospitals to become interchangeable parts of a corporate system. Our ambition is to build a genuine long-term alternative to the consolidation model that has reshaped much of veterinary medicine: the independence and ownership of a great private practice, with the resources and opportunity of a national network.

Kanbrick is the long-term investment partner supporting the network as it grows. We build businesses for the long run, working alongside leadership teams to strengthen their people, operations, and capabilities.

The Role

Recruiting today is handled in different ways across the founding hospital systems. The Director of Talent Acquisition will build a stronger, more coordinated recruiting engine across the Network - creating the sourcing capacity, talent pipelines, employer story, and market insight that help each hospital attract exceptional people. The goal is not simply to fill today's openings. It is to build relationships and pipelines that position the Network to hire tomorrow, particularly in specialties and markets where great clinical talent is scarce.

One recruiting engine and a differentiated employer story. Build a consistent approach to sourcing, candidate experience, recruiting technology, and employer brand across the network. Bring the network's distinctive proposition to life for candidates: clinical excellence, meaningful doctor ownership, strong local hospital cultures, development opportunities, and the resources and stability of a broader organization.

Pipelines ahead of need. Build and strengthen relationships with veterinary schools, technician programs, internships, residencies, specialty communities, and other talent networks so the Network is developing relationships with exceptional people well before a requisition opens.

Market-informed recruiting and compensation. Develop useful compensation benchmarks, talent-market insights, and recruiting data that help hospital leaders understand the market and make competitive, thoughtful offers - while recognizing meaningful differences across specialties, geographies, and hospitals.

Conference, school, and professional-community presence. Build a thoughtful external presence in the places where specialty and emergency veterinary talent learns, connects, and considers its next opportunity. Develop relationships with schools, residency programs, professional associations, and conferences; create career days, hospital visits, tours, and other opportunities for future talent to experience the Network firsthand; and ensure those relationships continue long after an individual event or visit.

Long-term talent communities and pipelines. Create a disciplined approach to identifying, cultivating, and staying connected with talented people well before they are actively looking