For veterinary practices
HR software for veterinary practices
You own or manage a companion-animal or mixed veterinary practice: a few DVMs, credentialed veterinary technicians, veterinary assistants, kennel staff and a client service team at the front. The practice manager does HR between the phones, the inventory order and a client who is upset in the lobby.
The moments where people work goes wrong
A credentialed vet tech leaves without notice
The tech who ran surgery prep texts on a Sunday that she is not coming back. Her shifts land on the two techs who stayed. Nobody is sure which accounts she still has access to or whether her exit paperwork was ever done.
The DVM's license and DEA registration renew on different calendars
A veterinarian's state license, DEA registration and any USDA accreditation each renew on their own cycle, and the notices go to the doctor. The practice manager is not on any of those mailing lists.
A CSR's first two weeks at the front desk
A new client service representative learns to book appointments, take payment from a grieving owner and schedule a euthanasia with tact. There is no checklist, so what she learns depends on who is beside her that day.
Short tempers show up before the resignation does
A hard month of emergencies, difficult clients and a euthanasia every day wears on the team. The practice manager sees it in the treatment room but has no way to hear it from everyone at once before someone hands in notice.
The annual review that only happens when someone asks for a raise
Reviews for techs and CSRs happen when they ask about money. The conversation is about pay because nothing else about the year was written down, and the doctor decides on feel.
What it costs the practice
Turnover in the tech team feeds on itself
Every exit adds shifts to the techs who stayed, which makes the next exit more likely. Hiring a credentialed tech takes months, so the practice runs short for most of the year.
A renewal is missed because it was on the doctor's personal calendar
The DEA registration or state license lapses quietly. The practice finds out from a wholesaler order that will not go through or from a board inquiry.
Recognition reaches the doctors and not the kennel
Clients thank the veterinarian. The kennel assistant who noticed the dog was not eating and the CSR who calmed the waiting room hear nothing, and they are the first to leave.
How LVL Up helps
One record per person, kennel staff and CSRs included
Import the whole team from a spreadsheet. Each person has a record with role, manager, hire date, documents and an onboarding checklist for their first weeks. The org chart and team directory read from it, and when someone leaves, the record is closed properly.
License and registration dates with alerts you choose
A DVM's state license, DEA registration and USDA accreditation, a technician's credential and everyone's CPR card each sit on the record with an expiry date. Alerts go out at 30, 60 or 90 days ahead, to the person and to the practice manager, and one view lists what is expiring next.
Pulse surveys and eNPS that give you a read on the team
Short pulse surveys and an eNPS question let the whole team say how the month went, including the people who would not say it in the treatment room. The results sit on an analytics dashboard the owner and manager can read together.
Recognition with badges, and reviews that happen on a schedule
Anyone can recognize a colleague for a specific thing, with a badge, and the giver chooses whether to make a public share link. Reviews run on a cycle with a template per role, so the yearly conversation is about the year and not only about pay.
Where we are the wrong answer
LVL Up does not verify a veterinarian's license or DEA registration with the board or the DEA; it tracks the dates you enter. It holds employment records for your staff, not patient records, and it is not built for protected health information. It does not hold patient or client records and does not connect to your practice information management system. It does not do shift scheduling, payroll or continuing-education tracking. Pulse surveys give you a read on the team; they are not a mental-health screen and do not replace a conversation. It does not replace an employment lawyer.
Which plan, and what it costs
Team — Up to 25 people
$29/month, or $278/year
A single-hospital practice usually fits Team's 25 people, with staff records, licenses, time off, pulse surveys, recognition and reviews included. A practice with two hospitals or a large technician team picks Growth for the same core plus OKRs, career paths and API access.
- • Performance reviews & 360° feedback
- • Goals & progress tracking
- • Structured 1:1 meetings
- • Pulse surveys & eNPS
- • Recognition & team directory
- • Standard reporting
- • Included people records, PTO & documents
- • Founder-led email support
No credit card. The trial runs on Growth so you can see everything; pick Team when it ends.
Getting set up
- Start the trial and import everyone, including kennel and client service staff, from a spreadsheet with each person's manager.
- Add each DVM's license, DEA registration and accreditation, each technician's credential and everyone's CPR card, with expiry dates. Set the alert lead to 90 days for the DEA registration.
- Turn on a monthly pulse survey and ask the team to answer it after the first week.
- Set a review template for techs, one for CSRs and one for doctors, and open the first cycle.
Common questions
What HR software do veterinary practices use?
Most practices under 50 staff run HR on the payroll provider's portal, a scheduling app for shifts and the practice manager's memory for renewals. Dedicated tools they compare are BambooHR, which includes payroll and starts higher, and LVL Up Performance, which is built for owner-run practices and includes staff records, license alerts, pulse surveys, recognition, reviews, time off and onboarding checklists. Prices are on the pricing page.
How do I track veterinary license and DEA registration renewals?
Put each license, registration and accreditation on the doctor's staff record with its expiry date and set an alert lead. LVL Up alerts the doctor and the practice manager ahead of the date and lists every expiring credential across the practice on one page. It does not check with the board or the DEA; you update the date when the renewal arrives.
Can HR software reduce vet tech turnover?
Software does not fix turnover on its own. What it can do is make the check-in, the recognition and the career conversation happen on a schedule instead of when someone resigns, and let the whole team say how the month went through a pulse survey before it shows up as notice. The rest is pay, hours and culture, which are the owner's to decide.
Does LVL Up integrate with ezyVet, AVImark or Cornerstone?
No. LVL Up is a staff-side system and does not connect to practice information management software. Patient and client records stay in your PIMS. It has a public API and CSV import for staff data, and Slack and calendar integrations.
Can kennel and front-desk staff use it from a phone?
Yes. LVL Up works in a phone browser and can be installed as a home-screen app. Requesting time off, answering a pulse survey or recognizing a colleague takes a few taps.
What happens when the trial ends?
The trial is 14 days, no credit card, then read-only until a plan is chosen. Nothing you entered is deleted while it is read-only.
Related:
Start with your own staff list
Import your team, add the licenses that worry you most, and see the expiring-next view with your own names on it. Team fits a practice of up to 25 people.