At Medivet & Partners, we look after our people and promote their career growth. Whether you’re joining us in our clinical teams or in a non-clinical role, we have your career interests at heart!
We’re keen to spotlight our colleague stories to show off career journeys and provide inspiration for the next generation of veterinary professionals.
Today, we’ll share Matt’s story after we sat down with him for a Q&A about his Medivet experience. Before we get into the details, you may find these resources helpful in your veterinary career journey:
Now, we’ll let Matt take it away.
What attracted you to join Medivet, and how has your experience matched your expectations?
I was particularly attracted to Medivet because of its reputation for combining high-quality clinical care with a genuinely people-focused culture.
After spending 16 years within the veterinary profession—including the last 10 as an Area Manager—I was keen to move into an environment that felt more clinically driven while still valuing strong leadership, team development, and customer experience.
What stood out to me about Medivet & Partners was its commitment to supporting its practices, investing in professional development, and empowering teams at a local level. That aligned closely with my own leadership style and the way I’ve approached building and supporting high-performing teams throughout my career.
Since joining, my experience has very much matched—and in many ways exceeded—my expectations. I’ve been impressed by the level of collaboration across teams, the focus on clinical excellence, and the genuine care shown for both colleagues and clients.
It’s been rewarding to apply my operational and leadership experience in a setting where I can also contribute to improving patient outcomes and supporting clinical teams in delivering the best possible care.
What was the specific moment or challenge that made you realise you were ready to step into a leadership role?
Looking back, stepping into leadership at such a young age—starting as an Assistant Manager in the retail industry at 18—meant I was exposed very early on to the realities of leading people, not just managing tasks.
However, the defining moment that made me realise I was truly ready for leadership came later in my veterinary career.
I was asked to step into a struggling area that was underperforming commercially and had low team engagement. It was a challenging environment, with inconsistent standards and a lack of confidence across the management teams.
Rather than focusing purely on results, I prioritised building trust, developing my store managers, and creating a clear sense of direction. Over time, we saw a significant shift—not just in performance, but in culture and accountability. That experience really cemented my confidence in leading through people and showed me the impact strong leadership can have on both results and team morale.
Moving into Medivet, I’ve continued to build on that foundation. What’s stood out is the level of support and collaboration available, particularly the openness of senior leaders, the focus on development, and the willingness to share best practice across the network.
How would you describe the company culture at Medivet, and how has it supported your professional growth?
I would describe Medivet’s culture as patient-focused and team-oriented, with a strong emphasis on delivering compassionate care. From what I’ve seen, there’s a genuine commitment to supporting both pets and the people who care for them, which creates a collaborative environment at practice level. Many teams are described as friendly and supportive, with colleagues willing to help each other and share knowledge.
In terms of professional growth, Medivet offers exposure to a wide range of cases and a large network of practices, which can be a big advantage. The company also provides development opportunities and career progression across its network, allowing employees to build skills and move into different roles over time.
Personally, I’d say the environment supports growth through hands-on experience, collaboration with experienced colleagues, and access to a broader professional network. Even in a fast-paced setting, that kind of exposure can really help build confidence and clinical skills.
How does Medivet invest in employee development? Can you relate this to your development?
Medivet invests heavily in employee development through a combination of structured training, mentoring, and ongoing learning opportunities. For example, they offer dedicated programmes like their Graduate Development Programme, which includes one-to-one coaching, mentoring from experienced clinicians, and structured clinical and professional training.
They also support continuous development through CPD funding, internal learning platforms, and access to external courses or certifications. In addition, there’s a strong emphasis on soft skills and wellbeing—such as communication, leadership, and stress management—which shows a more holistic approach to development.
What stands out to me is that development at Medivet isn’t just one-off training—it’s continuous, supported by mentorship and a wider network of colleagues. That kind of environment allows people to build confidence through hands-on experience while still having guidance when needed.
Relating that to my own development, I’ve always learned best in environments where I can combine practical experience with feedback and support. For example, I’ve actively sought opportunities to improve by learning from more experienced colleagues, asking for feedback, and taking on new responsibilities to build my skills.
With the industry changing so rapidly, what is one leadership skill you believe will be most critical over the next five years?
I believe one of the most critical leadership skills over the next five years will be effective listening, supported by resilience.
With the veterinary industry evolving rapidly,leaders need to be able to truly listen to their teams. That means understanding concerns around workload, wellbeing, and clinical pressures, and creating an environment where people feel heard and supported. Good listening builds trust, improves communication, and ultimately leads to better patient care.
At the same time, resilience is essential because the industry can be demanding and change is constant. Leaders need to stay calm under pressure, adapt to challenges, and support their teams through uncertainty. Resilient leaders set the tone for the practice—they help maintain morale, encourage problem-solving, and ensure high standards are upheld even during busy or difficult periods.
How do you balance your clinical passion with the responsibilities of being a mentor and leader?
I see clinical passion and leadership as closely linked rather than something I have to balance separately. My passion for high-quality patient care naturally extends into wanting to support and develop others, because a strong, confident team ultimately leads to better outcomes for patients.
As a mentor or leader, I think it’s important to lead by example clinically, while also making time to support colleagues—whether that’s sharing knowledge, giving constructive feedback, or simply being approachable when someone needs help. Even small moments, like discussing a case or checking in with a teammate, can make a big difference to someone’s development.
I’m aware that leadership involves stepping back at times—prioritising the team’s growth, delegating effectively, and creating an environment where others feel empowered to learn and make decisions. That doesn’t take away from my clinical passion; it actually strengthens it, because I’m contributing to a higher overall standard of care.
For me, it’s about integrating the two—continuing to develop my own clinical skills while also helping others grow, so that we’re all improving together.
What advice would you give to someone considering starting their career at Medivet?
My advice would be to come in with an open mind and a willingness to learn. Medivet offers a lot of opportunities, but it’s a fast-paced environment, so being proactive and asking questions is really important. The more you engage with your team and seek feedback, the more you’ll get out of the experience.
I’d also say it’s important to make the most of the support systems available—whether that’s mentoring, CPD opportunities, or learning from more experienced colleagues. There’s a lot of knowledge within the network, and taking advantage of that can really accelerate your development.
Finally, I’d encourage someone to be adaptable. Every practice is slightly different, and being flexible in how you learn and work with different teams will help you grow both professionally and personally.
There’s never been a better time to join us at Medivet & Partners
If you’re feeling inspired by Matt’s story, it’s time to take the next step! Browse our careers today or join our Talent Community to stay in the loop about our opportunities. No matter what area of Medivet you’re interested in, we have opportunities available for many different skill sets and backgrounds!
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