Ten Smart Interview Questions You Should Be Asking

By Ciara McKee

Veterinary Talent Advisor, Petco and Vetco Total Care

NOTE: This blog was originally published prior to the FTC ruling banning noncompetes announced on April 23, 2024. Vetco Total Care has never required noncompete contracts of veterinarians we hire.

Call us talent advisors, call us recruiters – we like to think we’re matchmakers, bringing veterinarians and careers together. Successful matches don’t happen by accident – there are no one-size-fits-all people or practices. It’s more like a jigsaw puzzle and all the pieces need to line up.

Many people assume a recruiter's job is just about asking lots of questions, and it’s true, we do! But great interviews are a conversation, not an interrogation. The most effective interviews are when a candidate asks lots of questions, too.

When you interview with us, you'll usually chat with a veterinary talent advisor first, then we'll connect you with an area medical director (a veterinarian). Whether it’s your first job out of school or a mid-career change, it’s important to come to your interview prepared with questions that will help you make a decision that aligns with both your professional and personal values and goals.

Smart questions do more than just help you gather essential job information such as compensation, benefits, shifts and schedules.

Good questions generate a richer dialogue between you and the interviewer. They provide you an opportunity to demonstrate you values, goals, and priorities as well as your skills, experience and knowledge.

After years of successful matchmaking, here are our Top Ten Questions to ask when you interview for a new veterinary role. You’ll notice these aren’t simple "yes-no" questions and that’s by design! They are open-ended to encourage more detailed and specific responses.

1. How would you describe the culture of your practice?
2. Can you tell me more about the team I would be working with? Where are opportunities for growth within this team?
3. How much autonomy do doctors have?
4. What is your position on noncompete agreements?
5. How does the practice manage interpersonal conflicts or concerns within the team?
6. How do you manage unhappy or difficult clients? How are doctors and staff supported?
7. How do you support continuing education?
8. How do you support professional growth for doctors? What does that look like in action?
9. How do you care for the mental health of your team members?
10. Do you offer flexible scheduling? What does a flexible schedule look like?

I encourage you to jot down the answers you want to hear to each of these questions. Just a few thoughts will help you prioritize and give you key words to listen for in your interview. For example, you may want to hear that a practice does not require noncompete contracts or maybe you want the freedom to practice autonomous medicine. Know before you go - but keep an open mind, too.