• The company runs graduate development programmes starting every September across small animal, farm, equine and mixed, which creates a predictable annual entry point for newly qualified vets.
• VetPartners reports cohort-scale early-career hiring in group reporting, including recruiting 120 graduate vets in a year and employing 85 student veterinary nurses through an apprenticeship programme.
• The company also offers non-clinical entry routes through central support team vacancies across functions like operations, finance, HR, marketing and IT, which broadens access beyond clinical pathways.

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• The company gives structured role-level clarity inside the graduate programme pages, including what the programme contains and what in-practice support looks like, which reduces guesswork for first-time applicants.
• VetPartners references standardised recruitment tools for hiring managers in group reporting, including advert templates, interview guides and candidate evaluation grids designed to support compliance.
• The company does not publish a consistent, candidate-facing “what to expect” recruitment process (stages, timelines, feedback norms) across the wider job estate, which limits transparency outside the flagship early-career routes.

• The company sets out specific learning ingredients for new grads, combining training days with in-practice mentoring as the core programme model.
• VetPartners describes concrete support in the equine graduate programme, including a residential start week, blended learning, direct access to the central equine operations team, and a named VetGDP mentor providing one-to-one support.
• The company commits to baseline CPD support through a published minimum CPD allowance across the business, which is a tangible “learning is funded” signal for early-career clinicians and nurses.

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• The company publishes a detailed benefits offer, including enhanced family leave, a minimum annual leave entitlement, and a health cash plan style benefit, which helps early-career candidates value total reward.
• VetPartners states the company is moving pay above the National Minimum Wage and improving pay for the lowest paid employees, which is a positive fairness signal but not a substitute for role-by-role salary ranges.
• The company does not consistently show salary bands or clear pay ranges across early-career listings on the main careers pages, so pay fairness can only be scored as “partially evidenced” rather than proven.

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• The company shows repeat intake outcomes in group reporting, with large volumes of new starters per month and named totals for graduate vets and student nurse apprentices in a given year.
• VetPartners has substantial review volume on Glassdoor with a mid-range overall rating and a majority “recommend to a friend” figure, which suggests an acceptable baseline experience but not a uniformly strong one.
• The company does not publish early-career outcome stats such as graduate completion rates, placement-to-offer conversion, or 12–24 month retention for graduate vets and student nurses, which limits confidence on progression and staying power.

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