Prepared by Business Executive Group · October 29, 2026
How to use this resource
Use contribution, not gross revenue
Estimate revenue the practice can no longer earn, less the costs it avoids by not delivering that work. Have the person responsible for the practice's finances check the assumptions.
Avoid counting coverage twice
If temporary coverage restores some capacity, reduce the lost-contribution estimate accordingly. Enter only additional coverage expense that has not already been included in your contribution calculation.
Compare plausible durations
Try a shorter and longer vacancy scenario using the same weekly assumptions. A difference between scenarios shows sensitivity to your inputs; it does not demonstrate that a particular recruiter will deliver that difference.
Keep the assumptions with the result
Record the input source and review date. Compare any recruiting proposal separately, including amounts payable without a hire. Update the calculation when schedules or coverage change.
A worked example
Illustrative arithmetic: $2,000 weekly lost contribution plus $500 additional weekly coverage cost, over four weeks, plus $300 one-time hiring costs equals $10,300. These are fictional inputs, not veterinary market averages.
Apply the decision to the actual San Diego vacancy
Keep City of San Diego communities separate from the 17 other incorporated cities in the county. Del Mar, Coronado and Poway are cities, not San Diego neighborhoods. Identify any rotation between central San Diego, North County, East County or South Bay facilities, and let candidates judge their own travel against actual shift times. Recruiting coverage across the county does not make each hospital a substitute for another.
Describe the clinical service, support team, work address and schedule together. For a specialist, separate established facilities from planned investment; for a medical director, explain the clinical and management split and who hires associates. Regional roles need an explicit facility portfolio and travel expectations. This site describes employer hiring coverage without claiming a San Diego 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 San Diego-area hiring context · Assign credential-check responsibilities
Calculate your scenario
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.
(Weekly contribution lost + additional weekly coverage cost) × weeks + one-time hiring costs.
Continue with the related hiring guidance · All employer resources