Where to Post Veterinary Jobs: Job Boards Compared by Role

Post each veterinary job where that role's candidates already look: the AVMA Career Center and vet schools for DVMs, NAVTA and tech programs for credentialed techs, VHMA for practice managers, and general or local channels for assistants and client service reps. Add one or two broad channels for reach, put a real pay range in every listing, and track which source produced each hire.

This guide is for practice owners, medical directors, and practice managers deciding where to spend a hiring budget. We checked every price below on the providers' own pages on October 16, 2026. VeterinaryHire publishes this guide and is one of the options, so weigh our section accordingly.

The short version: which channel for which role

The logic is simple. Association boards reach members of that profession. General boards reach the most people, including people outside veterinary medicine, which helps for entry-level roles you're willing to train. Local channels reach people who live close enough to commute.

Price comparison (checked October 16, 2026)

Prices change often. Check the provider's page before you buy.

Veterinary association boards

AVMA Career Center and state VMA boards

The AVMA Career Center is the American Veterinary Medical Association's job board. A standard 30-day posting costs $249 for AVMA members and $399 for nonmembers. Bundles that add a Job Flash email to more than 13,000 veterinary professionals cost $549 for members and $699 for nonmembers, and 60-day, 90-day, and multi-pack options are on the same page (AVMA Career Center pricing).

The detail most practices miss: AVMA is part of the Veterinary Career Community (VCC), a partnership of national and state veterinary associations and veterinary schools. According to AVMA, a job posted on its Career Center appears on all the job boards in the VCC (AVMA, About the VCC). The Oklahoma VMA board, for example, sells the same 30-day VCC posting at the same $249 member and $399 nonmember price (OVMA pricing). If your state VMA is a VCC partner, buying on both sites pays twice for the same distribution. Pick the site where you hold a membership, since that's where the discount applies.

Best for: associate, relief, emergency, and specialty veterinarians. The board also lists tech and staff roles, but AVMA's members are veterinarians.

NAVTA Career Center

The National Association of Veterinary Technicians in America runs a career center for techs. A plain 30-day posting costs $209. The Job Flash package, which emails your job to 27,000 veterinary professionals and posts it for 30 days, costs $369, and a premium version that keeps the job high in search results costs $469 (NAVTA pricing). Pricing is the same for everyone. We didn't see a member rate.

Best for: credentialed technicians and specialty techs. If your listing says "veterinary technician," NAVTA asks that the role actually require a credential (NAVTA).

VHMA Career Center

The Veterinary Hospital Managers Association board is built for management hires. A Basic 30-day posting costs $330 for members and $495 for nonmembers. The 60-day Enhanced package costs $549 for members and $699 for nonmembers, and Premium costs $699 and $899, with more visibility and reach options as the price goes up (VHMA Career Center pricing). VHMA says the board is for non-veterinarian management positions, and it asks employers with DVM openings to call for a referral instead.

Best for: practice managers, hospital administrators, and office managers.

Schools and training programs

Veterinary schools run career services for their students and alumni, and some let practices post for free. Oklahoma State's College of Veterinary Medicine posts DVM jobs at no charge when you contact its career services office (OSU CVM). Texas A&M lets employers post for free on its Hire Aggies site, and it offers a free post on its Veterinary Career Network page without wider distribution (Texas A&M VMBS). Other schools sell VCC postings, so check each one.

For credentialed techs, start with the AVMA list of accredited veterinary technology programs and call the programs within driving distance. Ask the program director how they share openings with students and recent graduates, and whether you can host externships. A practice that trains students sees them before they graduate.

Best for: new-graduate DVMs and techs, and practices willing to mentor.

General job boards

iHireVeterinary

iHireVeterinary is a veterinary site within the iHire network. Pricing is a monthly job slot: one slot costs $369 a month on a monthly plan or $316 a month on a quarterly plan, and three slots cost $450 a month (iHireVeterinary pricing). Larger packages are quoted by phone.

Best for: practices that keep a tech or assistant role open most of the year.

Indeed

Indeed lets many jobs be posted for free, subject to its terms and quality standards, and it may require some jobs to be sponsored (Indeed pricing). Sponsored Jobs get a visibility boost. Indeed recommends a budget based on the job title, location, and description, you can set a different amount above the minimum, and you're billed for job seeker interactions such as clicks or started applications. There's no fixed price to quote. It depends on your market.

Best for: assistants, CSRs, and kennel staff, and as a second channel for almost any role.

LinkedIn

A free LinkedIn job post stays active for up to 14 days, you can have one free post active at a time, and free posts have an application limit of about 10 to 30 applications depending on the role (LinkedIn Help). Promoted posts are pay-per-click against a daily budget, and LinkedIn says the cost per click changes daily based on location, job title, and competing posts (LinkedIn Help).

Best for: practice managers, hospital administrators, and corporate or industry roles. For clinical roles, use it alongside a veterinary or local channel rather than on its own.

Local and social channels

Posting to your practice's Facebook Page and to local community groups costs nothing. Meta relaunched job listings in the U.S. in October 2025 as Local Jobs, a Jobs tab in Marketplace. Businesses can post from their Page, Marketplace, or Meta Business Suite (Meta). Facebook's Help Center still describes the feature as a test for select people in select U.S. cities, so you may not see it yet (Facebook Help Center).

Read each group's rules before you post, since some restrict job posts. Ask your current team to share the post with their own networks.

Best for: assistants, CSRs, kennel staff, and techs in smaller towns.

Staffing and recruiting firms

Veterinary recruiters and staffing agencies find and screen candidates for you. Most don't publish a price list, so ask for a written quote. Veterinary Jobs Marketplace, a job board that competes with agencies, reported in 2022 that percentage-based fees typically run 20% to 30% of the hire's first-year compensation (Veterinary Jobs Marketplace, 2022). Get answers to three questions before you sign: is the fee a flat amount or a share of first-year pay, what happens if the hire leaves in the first few months, and is the agreement exclusive. Relief staffing works differently. You pay for shifts, not a placement, and our relief veterinarian guide covers that side.

Best for: specialty, emergency, medical director, and rural DVM seats that haven't filled through job boards.

VeterinaryHire

VeterinaryHire is a veterinary-only job board. It isn't a staffing agency, so there are no placement fees, and you interview and hire directly. Every plan is a subscription you can cancel any time.

• 30-Day Job Post. $149 per month, one active job.
• 60-Day Featured Job Post. $199 every 60 days, one active job pinned above regular listings.
• Pro Plan. $299 per quarter, up to 5 active jobs.
• Unlimited Plan. $999 per year, unlimited jobs.

Every plan includes resume database access, a practice profile with photos, matching email alerts to candidates who signed up for them, and sharing on our Facebook and Instagram. Listings are eligible for Google's job search results, though Google decides which jobs it shows. Posting fields cover practice type, clinical skills, credentials, and schedule, so a tech can tell a GP day shift from an ER overnight before applying.

Best for: practices hiring across DVM, tech, and support roles that want one flat price. You can keep posting the same job anywhere else.

What makes a posting work on any board

The board matters less than the listing. A specific listing gets answered on any of the channels above.

• Pay range. Post a real number. "Competitive pay" reads as "below market." Use BLS data for your area, or our veterinary salary guide.
• Schedule. Four 10s or five 8s, weekends, overnights, on-call. Candidates check this early.
• How you use techs. List the clinical work: anesthesia monitoring, dental radiographs, catheters, lab work. Only 36% of techs in NAVTA's 2024 member survey felt fully utilized (NAVTA, 2025), so a listing that shows real tech work stands out.
• Team size and caseload. How many doctors, techs, and assistants work a typical day.
• The right title. Don't call an uncredentialed role a "veterinary technician." Our guide to vet tech vs. vet assistant roles explains the line.

For a ready-made structure, copy our veterinary technician job description template, or the templates for a veterinarian and a veterinary assistant. Hiring a DVM? See how to hire a veterinarian. For the rest of the process, from screening to the offer, see how to hire a veterinary technician and our guide to running a paid working interview.

Pay transparency laws apply on every board

Pay transparency laws follow the job's location, not the website. If a role sits in a covered state, the posting needs the required pay information wherever it appears, including free posts on Facebook or Indeed.

As of October 2026, these jurisdictions require pay information in job postings for covered employers (Jackson Lewis, 2026; Bradley, July 2026):

• California (15 or more employees)
• Colorado (at least one employee in Colorado)
• Connecticut (since October 1, 2026, with a general description of benefits)
• Hawaii (50 or more employees)
• Illinois (15 or more employees)
• Maine (10 or more employees, since July 29, 2026)
• Maryland (employers with covered job postings)
• Massachusetts (25 or more employees)
• Minnesota (30 or more employees)
• New Jersey (10 or more employees)
• New York (4 or more employees)
• Vermont (5 or more employees)
• Virginia (all employers, since July 1, 2026)
• Washington (15 or more employees)
• Washington, D.C. (at least one employee)

Delaware's posting requirement takes effect September 26, 2027, for employers with 26 or more employees. Nevada and Rhode Island require disclosure on request or at certain points in the hiring process rather than in the posting, and some cities in Ohio and elsewhere have their own rules. Several states also cover remote roles and require benefits information. Check your state before you post, or add a range to every listing and skip the question.

Track which channel produced the hire

If you can't say which board found your last good hire, a one-page spreadsheet fixes that. Add one row per channel per opening, with these columns:

Two habits keep it accurate. Add "Where did you see this job?" to your application or first phone call, because a candidate may see a job in one place and apply through another. And log the result when each opening closes, while you still remember.

After two or three openings, divide each channel's cost by its hires who stayed past 90 days. That number tells you where to post next time. A cheap board that brings 40 applicants and no hires costs more than it looks.

Next steps

Post your job on VeterinaryHire. You can write and preview the listing before you choose a plan, and it goes live as soon as checkout finishes. Before you post, set your pay range with the veterinary salary guide and tighten the listing with the vet tech job description template.

Sources

• AVMA Career Center, Products and pricing and About the Veterinary Career Community.
• Oklahoma Veterinary Medical Association, OVMA Career Center pricing.
• NAVTA, Career Center products and pricing, job title use resources, and 2024 Demographic Survey results.
• Veterinary Hospital Managers Association, VHMA Career Center employer pricing.
• Oklahoma State University College of Veterinary Medicine, Career Services.
• Texas A&M College of Veterinary Medicine and Biomedical Sciences, Employment and recruitment opportunities.
• American Veterinary Medical Association, Veterinary technology programs accredited by the AVMA CVTEA.
• iHireVeterinary, Post jobs pricing.
• Indeed, Sponsored Job plans and pricing FAQ.
• LinkedIn Help, Post a free job on LinkedIn and Promote your job posts FAQ.
• Veterinary Jobs Marketplace, Pros and cons of veterinary recruitment agencies (2022).
• Meta, Introducing Local Jobs on Facebook (October 13, 2025), and Facebook Help Center, About jobs on Facebook.
• Jackson Lewis P.C., Navigating 2026: Pay Transparency Laws and Employer Obligations and Connecticut Employers: Expanded Pay Transparency Requirements Take Effect Oct. 1 (September 24, 2026); Bradley Arant Boult Cummings LLP, Show and Tell: New State Salary Disclosure Laws Go into Effect (July 24, 2026).

This is practical hiring guidance, not legal advice, and prices on every board change without notice, so confirm them before you buy and check pay transparency rules with your employment advisor. Prices and sources checked October 16, 2026.