The Ultimate Hiring Guide for Pet Sitting and Dog Walking Businesses in 2024

Finding and hiring the right team members are essential steps towards growing your pet care business.

Here at Time To Pet, we speak to pet care business owners daily, and one topic that frequently arises is how difficult hiring in this industry can be. In fact, finding the right people to hire and maintaining good staff retention for their companies has been one of the top concerns we’ve heard from our customers over the past few years.

Many dog-walking and pet-sitting businesses start as solo or owner-operated businesses. Sometimes, they may even begin as partnerships between friends or family members, who may help a solo sitter to fill in coverage gaps as their business first begins to grow. During those beginning months, things can be extremely tough, and you may find yourself running and managing every aspect of your company on your own. Using the right pet sitting software can definitely help you streamline things with your company and take some of the load from your shoulders, and many of our customers run successful solo operations. But, as your client list expands, time becomes precious, and you start to stretch yourself too thin, it might be time to consider hiring additional team members for your business.

But where to even start? Great pet sitters don’t just grow on trees so that it can be impossible (and maybe even a little intimidating) to imagine finding the perfect match for you and your business. Beyond that, hiring additional team members means trusting individuals other than yourself to represent your brand, conduct themselves professionally with your clients, and provide the same top-notch care to their pets and homes that you would. How can it be possible to take that first step and ensure that you’re hiring someone who is honest, responsible, and won’t betray the integrity of your business? All of these questions and concerns are valid. While hiring team members can be a scary prospect and is something you should take very seriously, it can be essential to expanding and maintaining your business.

We’ll do our best to break down the hiring process below, and hopefully, with the help of this guide, hiring your new dog walker or pet sitter will be a breeze!

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When Is It The Right Time To Hire?

There are only so many hours in the day. That fact becomes all the more apparent when you are trying to juggle managing a business, keeping your clients happy, taking care of multiple pets, and trying to find time between visits for your own life. In the beginning, when you only have a handful of clients, it’s much easier to manage things and complete all of the dog walks and pet visits yourself. But as demand for your services starts to build (and it can be hard to gauge how quickly that will set in) and the bookings start rolling in as pet parents in your area begin reaching out, it can get overwhelming, and you may find it increasingly more challenging to complete all of the events on your schedule. You may even find yourself having no time to take breaks, struggling to get back and forth around time to make appointments, and reaching a point where you’re so booked that you’re turning additional work and prospective clients away. If any of the above applies to you, it’s probably time to hire some help and assemble a team that can help you take care of all the sweet pets under your company’s care.

Many pet care business owners start their companies with the goal of gathering as many clients as possible and expanding their service areas. If this isn’t what you want to do with your business, that’s perfectly okay. However, there may still come a time when you need to find some additional help if you ever plan to go out of town for an extended period or cannot meet the demands of your company’s existing pet parents. If you don’t want their services to experience any disruptions, then you will need another trusted individual or group of team members that you can trust to take care of things while you’re gone.

Here is a quick checklist of reasons it might be time to hire additional staff:

1. You are turning down business.
2. You would like to offer services that your team doesn't currently have the skillset for or that clients keep requesting that you don’t currently offer, such as training, grooming, or pet taxi services.
3. You are having trouble keeping up with client correspondences and scheduling, or your clients may be having trouble reaching you.
4. You want to spend more time working on your business and less time working in the field.
5. The quality of your services is suffering.
6. You are working extra long hours just to keep up.
7. You don't have time to take a break or vacation without your business suffering.

What Should You Look For When Hiring A New Dog Walker Or Pet Sitter For Your Team?

Now that you’ve decided it’s time to hire someone new for your team, you’ll need to determine what type of staff you’re on the hunt for. Do you want to hire someone with part-time or full-time availability? Someone who is able to work flexible hours and be available at short notice? Or are you seeking someone with a particular skill set, such as knowledge of first aid or experience with administering medications?

To decide who you need to hire for your company, you’ll want to take a look at the current demand from your clients, determine the areas where you might be lacking support, and plan out some strategies for growing your business. For example, suppose you are booking a lot of overnight stays that require house sitting on top of caring for a client’s pets. In that case, you will want to find someone who is available for larger time commitments and is comfortable navigating a client’s home while they’re away. On the other hand, if you are booking a large number of dog walks during a specific 4-hour window each day, you may want to focus on finding team members with guaranteed availability at those times. Each business has different needs, so it will ultimately be up to you to pinpoint the ideal candidate type.

This brings us to one of the most controversial questions in the pet care industry: Should you classify your team as Employees Or Independent Contractors?

The answer to this question will vary depending on where you operate your business and what duties your team members will be expected to perform. The topic can be confusing, so we did our research and tried to lay it out as clearly as possible down below. If you would like more information, though, click here to read our in-depth blog post on the subject of classifying your dog walkers and pet sitters as employees or independent contractors and see which one suits your company best.

The Basics Of Employees Vs. Independent Contractors:

You might be wondering: what determines whether a staff member is classified as an employee or independent contractor? Take a look at our lists below of the most common qualifiers for each classification.

Employee:

• The worker is trained and given instructions
• The worker has a set schedule
• The worker has an ongoing contract with your company
• The worker may sign a non-compete
• The worker has insurance, worker's comp, and social security paid by your company

Independent Contractor:

• The worker doesn't receive special training
• The worker makes their own schedule
• The worker provides their own tools and equipment
• Workers can contract with any company at any time Traditionally, many pet care companies have classified their team as independent contractors. As Bob Dylan says, though, the “times they are a-changin’.” With new legislation appearing and being passed into law over the past few years, such as California’s ABC Test, you may be legally required to classify certain team members as employees or face tax consequences down the road. As of 2024, more than thirty states are using some form of the ABC Test, so you will want to check on your local laws and consult an employment law attorney to ensure you classify your staff members accordingly. We cannot stress this point enough. It is imperative that you get the guidance of a legal professional when determining how to classify your staff members so that you don’t face any repercussions that could negatively impact you, your business, and your team members down the line.

As we cover in our blog post on the subject of employees vs. ICs, classifying your workers as employees can have many benefits.

Here are a few additional resources from the IRS and Small Business Association to help you determine the status of your staff:

• IRS — Independent Contractor Defined
• IRS — Topic 762 — Independent Contractor vs. Employee
• IRS — Publication 1779 — Independent Contractor or Employee
• IRS — Form SS-8 — Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding
• IRS — 20 Factor Test — Independent Contractor or Employee?
• SBA — Hire a Contractor or Employee

As a reminder, Time To Pet is not a law firm and does not provide legal advice. It is best to consult with a lawyer regarding specific questions relating to worker classification. Worker classification can vary by government agency and from state to state. This is meant to be a guide to help dog walkers and pet sitters understand the general differences between employees and independent contractors and to help direct them to more resources.

What Should You Include In Your Job Posting?

Now that you know the type of staff members you’re looking to hire, you can create a job posting with your specific requirements and expectations in mind. As you craft your job posting, you want to be sure it is both inviting and professional. This may seem contradictory, but you want to represent your business in the best way possible, and while a casual or informal tone may feel like an excellent way to connect with potential applicants, it won’t be a good look for your company. You should also ensure that you carefully proofread your postings to be sure they make sense, are easy to read, and are free of spelling or grammatical errors.

It is also crucial that your job posting be detailed and that you pay close attention to the information you include. Details relevant to the position and what you would like potential applicants to know about your company should be highlighted in a clear and easy-to-understand manner. If you’re wondering whether or not you’ve included all of the necessary information, a good rule of thumb is to try to anticipate all of the questions a potential job candidate might have about the position and include those answers within the posting. You might even decide to add in some additional information just to make sure candidates are extra-prepared for a possible interview with you or your hiring team.

To help get you started, here are a few of the elements your job posting should contain:

Provide an overview of your company, what you’re about, and any other relevant company information.

The opening paragraph of your job posting is your chance to tell potential job candidates about your business, what makes it unique, and why it’s the place they want to be. You can also talk about when your company was founded (and why), what types of services you offer, and draw attention to what distinguishes your company from other pet care businesses.

A description of the role for which you are hiring.

While composing your job posting, try to address your potential hires directly and offer them a clear idea of what their day-to-day duties will look like. If you are seeking someone with specific availability or who is looking to work a certain number of hours per week, list that information here. If the hours and days for the job are flexible, make sure to mention that, as well, as many college students are drawn to positions that allow them to set their work hours around their class schedule.

If you plan to start your new hire with limited responsibilities but plan to add more hours and responsibilities to their plate over time, this is a great place to highlight the role’s growth potential. You might also want to mention information about what specific services, such as dog walking, cat sitting, or overnight pet sitting, your new team member will be expected to carry out.

This is a place where it’s okay to be a bit lighthearted and appeal more casually to job seekers, but you should still take care to maintain a professional tone.

A list of responsibilities.

This section of the job posting is usually displayed in bullet points. It should be used to clarify what duties and services candidates can expect to be carrying out if offered the position. Listed below are some examples of responsibilities you might choose to include. Depending on the exact position you are hiring for and the needs of your business, your posting may look very different from our sample listing, which is perfectly okay!

Responsibilities And Duties:

• Provide professional and compassionate care for pets
• Practice time management
• Keep to the schedule you are provided
• Safely travel across town to the homes of clients
• Have excellent communication skills, both written and verbal — with the office and clients
• Professionally represent the company and treat clients respectfully
• Use your smartphone and scheduling software’s app to track services and send updates to clients
• Etc.

A list of requirements:

Also usually displayed in bullet points, this section will outline precisely what the position requires from prospective job candidates. You should use this section to list any specific skills or qualifications that the job needs, such as a dog training certificate or pet first aid training. Below, we have some examples of qualifications and requirements you might list for your dog walker or pet sitter position:

Job Requirements:

• You must have a working smartphone
• Have a valid driver's license
• Availability for the days and times you require
• Part-time or full-time
• Have reliable transportation
• Live within a reasonable distance of the service area
• You have excellent communication skills, both written and verbal
• Experience with and compassion for animals
• Comfortable around all types of animals
• The ability to work in all kinds of weather
• Have excellent time management skills and the ability to work autonomously
• Be able to pass a background check

Pay, benefits, and perks.

This is typically one of the more important sections for job seekers and is often the one they might skip to first. They want to know how much they’ll be paid for the work they’re doing, what benefits might come with the position (such as healthcare), and if there are any other incentives your company might be offering that would make a job with your company more appealing than any other similar position.

You will need to determine for yourself what a fair wage is for your team and understand that it will vary from business to business. Depending on your location, the types of services you offer, and whether your team members are classified as employees or independent contractors, what you pay your staff may not look like other pet care businesses in your area. However, it never hurts to do some research and see what others are paying their team members so that you can keep up with your competition.

As you determine the rates for your dog walking and other pet care services, be sure to factor in staff wages and ensure that you can pay your staff a fair amount while also leaving yourself enough room to turn a profit for your business. You don’t want just to end up breaking even at the end of the day. For more information about the hiring process and deciding what you should pay your team, check out an excellent guest post written by the founder of Active Paws here.

This section also provides an excellent opportunity to list some of your company's values and why someone would enjoy working for you.

Here are some examples of pay, perks, and benefits you can list in your posting:

• Tips and bonuses (if you plan to offer these)
• Flexible schedule
• Casual dress code
• Fun company culture
• Internal promotion opportunities (if you plan to keep growing)
• Have the opportunity to work with adorable animals!
• You’ll be getting lots of exercise and get to spend a lot of time outdoors

Once you have covered all of these aspects in your job posting, you are pretty much done! It's always nice to end your posting with something like, “We look forward to receiving your resume!” or, “This position will fill quickly. Apply today!”

Bonus tip from a current Time To Pet team member and former pet care business owner:

“I used this trick to weed out the people who weren’t serious or were just auto-applying. Add a sentence inside the job posting that they should include with their application. For example, “mention ‘Big Blue Dog’ in your cover letter.” Those who catch it are usually excited about the job and/or very detail-oriented and will read your client instructions to the letter for their visits."

Where Should You Post Your Job Listing?

The first thing you need to do is find a site to “host” your job. By “hosting” your job listing, you will give it a place to live, where potential applicants can see it and can be managed as needed by you and your hiring team. Luckily, you don’t need to look much further for a place for your posting to live, as Time To Pet has added a 100% free Applicant Tracking System you can use inside of Local Pet Care!

If you are unfamiliar with Local Pet Care, it is a tool we built to help connect pet parents looking for someone to look after their pets with professional pet care providers in their local areas. Since first creating Local Pet Care, we have expanded it to help pet care businesses find qualified candidates interested in working in the pet care industry. The best part is that Local Pet Care is free to use and can be a massive boon to your pet care company!

Once you have both a well-crafted job posting and your share link from Local Pet Care, it’s time to post your job listing everywhere that you can. The more places your job is posted, the more visible it will become, and your chances of locating the perfect hire will increase dramatically. The first place you should add your listing is to your company’s website. Many business owners will have a link on their website’s menu that says “We’re Hiring” or have a “Jobs” or “Careers” section where people can find information on available positions.

Some websites like Indeed or ZipRecruiter require that you pay in order to post your listing, and while those are great options, there are still many other free options you can pursue, as well. Decide early on how much you are willing to spend on creating your job posting, and then go from there. If you decide you don’t want to spend any money on it at all, that’s totally! In that case, you can get creative and post the job listing on your company’s social media accounts or put up flyers at local coffee shops and college campus boards. Anywhere that you are free to post something like that, don’t be afraid to give it a shot! Especially if the place is somewhere that animal lovers might frequent, you don’t want to miss out on any potential candidates that might fit the bill. Just remember to always include the link to your job posting or a phone number or email address where they can reach you for more information.

Here are a few ideas for places to post your job listing:

• Your company’s website and social media accounts (We highly recommend focusing on Facebook and Instagram, as those sites are likely to get the most traffic)
• Word of mouth from current employees and clients (Consider offering referral credits to your clients or a bonus for your staff for any successful hires they send your way)
• Craigslist.org
• Nextdoor.com (This is a great place to find potential candidates within your own neighborhood)
• LinkedIn.com
• Indeed.com
• Simplyhired.com
• Ziprecruiter.com
• Pet stores
• Vet offices
• Coffee shops
• Campus bulletin boards

For even more ideas, take a look at this great article from Pet Sitters International on the perfect places to find potential dog walkers and pet sitters for your team.

The Hiring Process: Applications, Interviews, And Background Checks – Oh My!

The Application.

Now that your job posting is up, the applications should start rolling in! In order to stay on top of everything, use your chosen Applicant Tracking System to begin narrowing down the prospective candidates you would like to interview and weeding out which applicants don’t make the cut. You might decide an applicant doesn’t have enough experience, doesn’t suit the availability you’re looking for, or perhaps didn’t provide the information you requested in your job posting. Whatever the reason, put those applications aside and zero in on the people you’re interested in learning more about or who you think might be a good addition to your team.

The initial messages and applications that come through from potential candidates can be highly indicative of their qualifications for the position they are applying to. You’ll be able to quickly see how they communicate (and how prompt they are in their responses to you), what types of employment experience and training they have, and which skills they possess. Typically, you can expect to eliminate several potential hires from the application process alone.

The Interview.

Once you have a handful of candidates who might be suitable for your team, the next step is to arrange a brief phone screening or schedule an in-person interview. Some businesses choose to focus solely on in-person interviews, while others will further narrow down their selection of candidates by doing a phone screen first and then inviting the applicants who made a good impression to do a full face-to-face interview.

An in-person interview will give you a better chance to interact authentically with your potential hires and get a good feeling for how they communicate and conduct themselves in a professional setting. It is there that you will be able to make a more informed decision on whether or not someone may be a good fit for the position, so you want to be sure to take your time and ask relevant and thorough questions that will tell you what you need to know about how they may fare in the position they are applying to. After all, these new additions to your company will represent you, your business, and its brand. You want to ensure that the person you’re hiring is someone you can trust to interact with your clients respectfully, knows how to manage their time, and will do their utmost to follow protocol to safely and thoughtfully attend to the pets under their care. Determining whether or not they may have those qualities all begins with how they interact with you, your process, and your office space. So trust your instincts – if someone shows up to their interview late, makes excuses, or answers your questions with a weird energy, that might be your first red flag that they might not be the right fit for your team.

Many people like to begin job interviews with a bit of small talk as a way to strike up a conversation with their candidates and ease their way into talking about the potential hire’s work history, career goals, qualifications, and so on. Some like to dive straight into the interview questions they have prepared. However you would like to approach the interview with your potential dog walker or pet sitters is up to you. Still, we recommend writing out the most important questions you would like to ask your interviewees or outlining what types of questions you would like to ask them and when. You may also allow them to ask questions or walk them through hypothetical situations to see how they might choose to handle certain situations, such as dealing with an aggressive dog or a pet causing damage to a client’s home. It’s always good to see what experience a potential pet sitter might have, what areas they may need additional training in, and how adept they are at thinking on their feet. Take care not to stump the candidates you’re interviewing completely, though! You want to see if they can handle what’s likely to come their way, but you shouldn’t be out to discourage anyone straight out of the gate.

Aside from getting to know your potential hires, both a phone screen and an in-person interview offer an excellent opportunity to discuss more specific details, such as a candidate’s exact availability and willingness to make a minimum time commitment. Some applicants might apply for a position where you mentioned you were looking for someone with full-time availability who, over the course of the interview, reveals that they are going to school and have a heavy course load that semester or that they have another longstanding appointment that conflicts with a day or time you needed them to have available. This can be incredibly frustrating to discover, but it’s much better to find out this sort of information during the hiring process rather than their first day on the job!

Suppose you find yourself receiving pushback on requesting a minimum time commitment. In that case, it’s important to remember that, in the pet care industry, it’s common practice to expect a dog walker or pet sitter to work at specific days or times, especially if you are looking for someone to fill a full-time position. To better understand an applicant’s desires and expectations from their work schedule, consider asking them if they are looking for a seasonal position or longer-term employment. Dog walking and pet sitting can be an especially appealing option for college students, so having a good idea of what their class schedules are like, whether or not they’re from the area or would be heading home on school breaks, and if they are planning to stay in the area when they graduate are important to determine when it comes to deciding if they would be a good addition to your team.

Getting more detailed information on the types of pets your candidates have cared for and in what capacity is also a good idea. Did they grow up with a family cat, or were they regular volunteers at their local animal shelters? Have they worked with animals in a professional setting, or did they walk their neighbor’s dog after school? Are there any pets they’re not comfortable dealing with or that they’re allergic to? Do they have experience administering medications? All of these questions are good starting points to get a clearer idea of where your applicants are at in their first-hand experience with animals, as that can sometimes be hard to discern through an application or cover letter.

As the interview begins to wind down, you might not know how or where to end things. It certainly won’t always end with a job offer, and if you have any other considerations you need to make, there’s no shame in waiting until you have had some time to think it over or until after you have had a chance to interview the other hire you were super excited to meet with. In these cases, it’s perfectly all right to thank them for their time and that you’ll be in touch as soon as you have made a decision. If possible, give them a definitive date when you will let them know, and stick to it as best as possible. On the flip side, if the candidate seemed like a perfect fit and everything you could have hoped for and more, don’t be afraid to extend them the job offer! Especially if you don’t want to run the risk of them finding work elsewhere and want to get the ball rolling, arrange a second interview with them out in the field so they can shadow you or one of your other experienced team members. This also gives you the perfect opportunity to see them in action and how they’ll handle themselves with your clients and their pets up close and personal.

The Background Check.

Performing a background check on potential new hires is essential to the interviewing process. You need to be able to trust the people you employ with the pets, clients, and residence access that are under your company’s care. As a business owner, you will ultimately be held accountable for your team’s conduct, so it’s in your best interest to do the necessary legwork from the get-go to ensure you are doing everything you can to choose the best team members!

There are several different online resources that you can use to perform background checks for your business. Some of them are pretty expensive, so be sure to shop around and find the one that best suits your needs and comes at a reasonable price. We don’t have one in particular that we recommend, but we do want to emphasize that you should take care not to settle for something subpar, as this is a crucial part of hiring someone, and you should take all the precautions you can to protect yourself, your clients, and your business.

A typical background check should include identity verification, a country and national criminal record check, and a sex offender registry check. For more information on background checks, you can check out this article from The Balance, which details what types of information come up in background checks, how you can conduct a background check, and what information you cannot collect.

If you require references, part of your company’s background check process could involve calling the individuals your candidate has provided. Many companies require that applicants include several references during the application process. If you decide that you would like your potential candidates to provide references, make sure to keep an eye out for people who have only given you the names of friends and relatives.

Hiring Your New Dog Walker Or Pet Sitter!

The hiring process can be grueling, especially if you are having difficulties finding the right candidate to add to your team or are looking to fill several positions at once. At times, you might find yourself getting discouraged or wholly exhausted at the prospect of interviewing another applicant. Just remember: all of the hard work you’re doing right now will save you time, money, and a thousand headaches down the line. You don’t need to settle for anyone you don’t believe will be a real asset to your team, and even if it might be nice to have the additional help sooner rather than later, hiring someone in the now that you might end up letting go of only a month later is a time-consuming dilemma you don’t want to have to sort out. So, listen to your experience and your instincts, and wait patiently for the right team member to come along.

It is worth mentioning, however, that there is always a chance a new hire won’t pan out. They can look fantastic on paper, provide solid references, and charm you in an interview, and it’s still entirely possible that they’ll take another position, won’t show up the way you need them to, or might have an incidence with one of your clients or their pets. That’s just how it is sometimes – people can always find ways to surprise and disappoint you. However, by taking your time and allowing yourself to be thorough during the hiring process, you can do a lot to mitigate the likelihood of this scenario.

If you’ve gone through the hiring process and found the perfect candidate, though, it’s time to get to the fun part of all this—hiring your new dog walker or pet sitter and welcoming them to the team!

Depending on where you live and how you plan to classify your staff, there will be different requirements for the documents that you need to file as an employer. The IRS’s website is a reservoir of information on what you’re expected to file on a federal level. Still, for determining what steps you need to take to meet your local city and state requirements, we recommend checking in with local payroll processing companies, Certified Public Accountants (CPAs), or your tax preparer for the most up-to-date information.

If you are hiring an employee, you will likely need to have them fill out a W-4 and I-9 form. You’ll also want to create an employment agreement for new team members to sign once they have accepted your job offer and have been officially hired. This agreement will be unlike the service agreement and pet sitting contract you create for your clients. The employment agreement should define terms of employment, such as compensation, the planned duration of employment, benefits, and any other conditions of employment or reasons for termination you may have. Many templates for employment contracts are available online, such as this sample from legaltemplates.net.

Once all of your T’s are crossed, your I’s are dotted, and your new hire has officially been signed on, it’s time to get them out into the field. Initially, it’s best to have your new team member train with you or one of your more experienced staff members. This will allow them to learn the ropes of the business and see how you like things to be done. Try to encourage them to ask questions and do your utmost to be a patient teacher. It may not all come to your new hire immediately, but they’ll get the hang of things soon enough.

Note: Managing staff is made super easy with pet sitting software like Time To Pet, which allows you to plan out a sitter’s schedule, share client and pet information with them, and calculate what you owe them with a suite of different tools and features at your disposal. Register for a free trial today!

Keeping Your Team Happy.

In an industry with a fair amount of turnover, holding onto good team members can be almost as strenuous as it can be finding the right ones to hire. Once you have discovered top-notch dog walkers or pet sitters for your business, it’s a good idea to invest in them and to be proactive in creating a positive work environment where they will be able to thrive and prosper. Offering ways for your team to grow personally and professionally, cultivating an accepting and compassionate company culture, and paying your team a fair and livable wage are all great ways to contribute to staff satisfaction and increase the retention rate for your business.

Hiring staff members who share values similar to yours, have the same outlook on pet care, and are passionate about bringing your clients the best customer experience possible will also go a long way toward ensuring your team is content and in line with your and your company’s goals. Some turnover is inevitable, as someone will always want to make a career change or may move from your area, but doing what you can to keep as many great team members on board as possible should be a top priority for your company.

Here are a few more ideas for raising staff satisfaction and motivating them to stick around for as long as possible:

• Make sure your staff feels respected and valued
• Create a fun and enjoyable work environment
• Provide opportunities for growth like additional training and promotions
• Make certain work-life balance is a priority
• Offer bonuses and benefits
• Manage with trust and communication

For more tips on building a bond and trust with your staff members, check out our Academy Article here: Building Trust With Staff.

Onboarding Staff With Time To Pet

If you are already using Time To Pet for your dog walking or pet sitting business, adding a new staff member to your company is incredibly easy! As soon as you create a profile for your staff member, they will be able to download the Mobile App for Staff, where they can access important information like their schedule and client details, complete their visits, and send post-visit updates to their clients. For more information on how to help your staff navigate their Time To Pet Apps and Staff Web Dashboards, please take a look at the Managing Staff section of our system’s Knowledge Base.

We also have a very comprehensive video on Onboarding Staff With Time To Pet that covers everything from adding your staff to your Time To Pet account to setting pay rates and ensuring staff are ready to complete events for your clients. Give it a watch if you’d like additional guidance on readying your Time To Pet account to welcome the new additions to your team!

Welcome To The Team!

Congratulations, you’ve done it! You have successfully started the process of searching for job candidates or have added a new member to your team. No matter where you are in your hiring journey, that’s something to be incredibly proud of! It can seem overwhelming at first, but it can be quite manageable when you break it down into a step-by-step process. You just need to be sure to put in the work and stay on top of the applications coming in as best you can.

To help yourself stay focused and motivated, just remember why you are looking to hire staff for your business. It means that your business is prospering, your client list and service area are expanding, and you’re ready to move your business to the next level. As your team grows, they will be able to shoulder more of the visits and responsibilities in the field, while you will have more time to focus on the backend aspects of your business and on pushing your company further and further ahead. You can also start claiming back some of your time and giving attention to your own life. The first step to success is one new employee, and so long as you keep looking ahead, the sky’s the limit!