We chose this work. It chose us back.

We did not come from veterinary staffing. We came from HR, finance, and talent strategy. We have spent years on the other side of the table — structuring offers, negotiating terms, managing the dynamics that determine whether a hire lasts twelve months or twelve weeks. We know what breaks an employment relationship because we have spent our careers building the systems designed to hold them together.

That experience is what built the Cova Protocol. Most matching in this industry stops at the offer letter. Ours starts there. We assess compensation structures, scheduling realities, team dynamics, management philosophy, and the operational details that no job description captures — because those are the factors that determine retention, not recruitment.

We came to veterinary staffing from the outside. When we looked at how this industry matches veterinarians to practices, we saw a process that did not match the rigor we had spent our careers building. So we did not adopt it. We built the Cova Protocol instead.

We started Cova because we love animals and we kept meeting the people who dedicate their lives to them. Veterinarians who are brilliant, exhausted, and negotiating alone. They deserved an advocate. So we built one.