Talent Manager, Speciality

About the role

This role expands specialty and clinical talent pipelines to advance VEG's mission of supporting pets and their people. You will partner with hospital and headquarters teams to deliver a consistent, high-touch hiring experience for specialized roles.

People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.

Key facts

What you'll do

Specialized roles are filled through full-cycle recruitment that converts diverse, top-tier candidates for assigned hospitals and Clinical Programs.

VETERINARIANS, NURSES, AND SONOGRAPHERS who align with VEG's mission and values are sourced and attracted through targeted outreach and relationship building.

Key internal stakeholders, external partners, and vendors are cultivated and maintained through strong relationships.

Overall talent acquisition efficiencies are increased by consistently driving process and technology improvements.

Success across your region is measured by developing and sustaining key performance indicators and metrics.

Requirements

The posting states a minimum of 3 years of experience.

A bachelor's degree from an accredited institution is preferred.

A minimum of three years of recruiting experience is required.

Remote work within the United States is required, with Eastern or Central Time Zone preferred.

Candidate management using CRM or ATS platforms must be demonstrated.

Passion for specialty talent acquisition and innovative approaches to sourcing, attracting, and assessing candidates is required.

High-level communication and organizational skills, including the essential ability to multi-task and maintain strict confidentiality, are required.

An energetic, motivated, and self-starting individual who can deliver high-performance results in a fully remote work setting is required.

Travel up to 25% is required to support hiring across VEG, including hospital partnerships, recruiting events, conferences, and other strategic talent initiatives.

Various interview types (phone, video, and in-person) are conducted, candidates are screened, and formal assessments are performed.

Nice to have

Experience with veterinary emergency and critical care environments is a plus.

Practical notes

This role is remote within the United States, with Eastern or Central Time Zone preferred.

Typical interview steps

People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.

Good to know

VEG focuses on emergency and critical care for pets, operating 24/7/365 through hospital teams.

The role uses specialized recruiting tools such as CRMs and ATS platforms to manage pipelines and candidate engagement.

VEG emphasizes a people-first culture that supports career growth, wellness benefits, and work-life integration.

Role responsibilities center on proactive sourcing, relationship-based hiring, and data-driven process improvements.

Questions to ask

Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.

Career growth

People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.