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 Seattle vacancy
Name the neighborhood or city and the street address. Seattle’s planning office notes that its Community Reporting Areas follow census tracts and may not match local ideas of neighborhood boundaries, and Bothell lies in both King and Snohomish counties. Coverage on this site is limited to Washington State; a hospital in Oregon or Idaho falls under a different state licensing authority.
Give the hiring team one brief for each facility, with clinical work, support staffing, weekend duties and location commitments stated together. For a role that covers several hospitals, list the sites, the days at each and how schedule changes are communicated. Under RCW 49.58.110, Washington requires an employer with 15 or more employees to disclose the wage scale or salary range and a general description of benefits in each job posting, including recruitment done through a third party, so agree those details before outreach. This site describes employer hiring coverage without claiming a Seattle 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 Seattle-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