Hiring top talent has long been a challenge for veterinary practice owners, but keeping them? That’s becoming even more critical in today’s market. While the last few years have focused on The Great Resignation and the fierce competition it created, we’ve recently seen a shift: welcome to The Great Stay. 

This emerging trend highlights an increased focus on retention and not because hiring has become less important, but because employees are increasingly choosing to remain in their current roles rather than jump to something new. For hiring managers and practice leaders, understanding why employees are staying (and how to influence that choice) is key to staying competitive. 

What Is the Great Stay? 

The Great Stay is a response to the upheaval of the post-pandemic job market. Following a wave of resignations, burnout, and job-hopping, veterinary professionals are now placing more value on stability, growth, and workplace culture. Instead of chasing sign-on bonuses or quick raises, many veterinarians, technicians, and practice staff are asking: “Do I already have what I need right here?” 

This shift is powerful because while it signals less turnover in the market overall, it also means employers must work even harder to be attractive enough to convince candidates to leave roles they’re happy in. 

Why Employees Are Choosing to Stay 

Practice owners should celebrate The Great Stay within their teams but also recognize these retention drivers are the same factors candidates now weigh when considering leaving for a new employer: 

• Strong workplace culture and values 
• Opportunities for professional growth and advancement 
• Respectful leadership and open communication 
• Work-life balance and flexibility 
• Feeling valued and supported 

When candidates are thriving in these areas, they’re far less likely to make a move. Meaning hiring managers must find ways to demonstrate these strengths earlier and more clearly throughout the recruiting process. 

What The Great Stay Means for Hiring Managers 

In this environment, recruitment requires more than a competitive offer. Practice owners must show why their clinic is worth leaving a current, satisfactory job for long before Day One. 

Here’s what that looks like in action:

• Clear, culture-driven messaging during initial candidate outreach 
• Tailored offers that go beyond salary to include mentorship, career pathing, and flexibility 
• High-touch communication between offer acceptance and start date to reduce “cold feet” 
• Onboarding centered on connection, not just compliance 

At Veterinary Recruiting and Staffing Solutions, we encourage practice leaders to think of retention as beginning the moment contact is made, and not after a hire is made. 

Turning The Great Stay into Opportunity 

While it may seem harder to move satisfied employees today, the upside is clear: if you can attract and retain a candidate during The Great Stay, you’re not just filling a role, you’re building long-term loyalty and stability into your practice. 

Forward-thinking owners are seizing this moment as an opportunity to: 

• Reevaluate their clinic culture and internal retention strategies 
• Use those strengths to stand out to highly qualified candidates who are willing to move, but only for the right reasons 
• Partner with recruiters who understand how to position opportunities in today’s “stay-first” environment 

Final Takeaway: Invest in a Great Stay at Every Stage 

The Great Stay isn’t just about convincing employees to remain on your team, it’s about creating such a strong, meaningful workplace experience that future employees want to be part of it from the very first interaction. 

If you’re ready to build a hiring and onboarding process that reflects what today’s veterinary professionals truly care about, we’d love to help. At Veterinary Recruiting and Staffing Solutions, we partner with practice owners to create competitive, culture-driven hiring strategies that start strong and last long. 

Let’s make your next hire one who stays. Contact us today.