Prepared by Business Executive Group · October 29, 2026
How to use this resource
Choose one accountable contact on each side
Identify the employer and recruiter contacts, backups and decision-makers. Keep sensitive candidate information inside the agreed recruitment system instead of copying it into general status reports.
Make updates decision-ready
Ask for activity, candidate-stage totals, reasons for delays and the decisions needed from the employer. Distinguish sourcing activity from screened candidates, interviews and accepted offers.
Agree feedback and escalation expectations
Set a response target the team can meet. Define what happens when an interview cannot be scheduled, the brief changes, compensation feedback repeats or the decision-maker is unavailable.
Review the plan when the search changes
A confidential leadership search and a routine associate search may need different participants and update frequencies. Record changes so candidates receive consistent information.
A worked example
Illustrative example: a weekly update shows six screened candidates, two interviews awaiting employer dates and one compensation question. The useful next action is assigning interview times and answering the compensation question, not simply asking for more resumes.
Apply the decision to the actual Atlanta vacancy
Name the street address, city and county, and keep Atlanta neighborhoods separate from suburban cities. Several places cross county lines: Atlanta reaches Fulton and DeKalb counties, Roswell reaches Cobb and Fulton, College Park reaches Clayton and Fulton, and Austell reaches Cobb and Douglas. Mailing addresses can mislead: a Marietta hospital address listed on VEG’s site geocodes outside any incorporated place in Cobb County, and the Georgia Veterinary Medical Association’s Norcross address geocodes to Peachtree Corners. Coverage on this site is limited to Georgia; a hospital in another state falls under a different licensing authority.
Give the hiring team one brief for each facility, with clinical work, technician delegation, weekend duties and location commitments stated together. Georgia asks veterinarians for 30 hours of continuing education every two years, so state the support the practice provides. O*NET OnLine, using Bureau of Labor Statistics 2025 wage data, lists a median annual wage for veterinarians in the Atlanta-Sandy Springs-Roswell area above the Georgia median and below the national median, which is context candidates may bring to an offer. The University of Georgia College of Veterinary Medicine in Athens lists a DVM program, and because Georgia does not license by reciprocity, a doctor licensed elsewhere applies to the Georgia Board. This site describes employer hiring coverage without claiming an Atlanta recruiting office.
Give every provider the same hospital address, clinical scope, work schedule, compensation structure and decision dates. Compare the plan for that brief. A result appearing for a city search does not prove a provider has a local office or available candidates there.
Review Atlanta-area hiring context · Assign credential-check responsibilities
Complete your worksheet
Work in this browser, then download your notes. Entries are not sent to BEGHR and are cleared when you reload or leave. Keep candidate names and private records in your approved hiring system.
Continue with the related hiring guidance · All employer resources