Lap of Love Interview Questions
& Process

They were super responsive until the Director of People, Stacy. The third and last interview was totally different from the others. Stacy talked about herself for 35 minutes and then threw in some random, oddly specific questions for the last 10 minutes. I didn't get an offer and I really think they just intended to ghost me. Stacy finally said I didn't get the job because I seemed to expect too much stability. I'm sure she misunderstood something I said or got me confused with someone else. It's a big red flag when VP-level people act like this.

The interview process was quite smooth and straightforward. The interviewer was really kind and patient. Overall, it appears to be a great company to consider working for. I ended up declining the position because the hourly rate offered was lower than I expected.

The interview process for this senior-level Practice Manager role wasn't great. I'm a seasoned Practice Manager and Veterinary Business Consultant, but I was interviewed by a young HR rep who didn't seem to get my experience or what the job really needs in the veterinary field. They kept talking over me and seemed to be reading from a script, which was weird. It's frustrating when junior staff interview senior candidates, especially when they don't understand key veterinary management stuff. I've managed hiring before, and you need to actually talk to people to learn about their background. This HR person just repeated the same question in different ways at least five times. Their lack of understanding about my experience being relevant is a big problem for everyone. Plus, the salary offered ($50-60k) was way below industry standards, honestly insulting. Even my minimum request of $90k wouldn't be enough for a vet org this size. They even said the job requires managing 15-20 direct reports, and I was making $85k at a small clinic with only 12 total staff. It's disappointing they pay mid and senior folks so little. When I brought this up, HR said it wasn't in their budget. This company seems to operate on false information about their revenue, and their employees buy it. Typical gross revenue per vet is $100k-$1M, and Lap of Love has over 300 vets. They can definitely afford to pay staff and management more. The founders also have multiple income streams from books, partnerships, hosting, and sponsorships, so their gross revenue must be $25-30M, netting $5-10M. It's no surprise employee reviews mention compensation as a negative, and the company's response is always that they have fair compensation. As someone who has run vet businesses, I can tell you they don't. Also, having other practice managers do peer interviews in the second round and handle hiring makes me question if they're picking the best person. Would you hire someone more experienced than you, potentially overlooking yourself for a future role? Overall, the interview process was confusing and didn't make sense.

The interview process went like this. First, a 30-minute phone screening with HR. Next, is a 60-minute interview via Google Meet with another onboarding/compliance specialist and VP of people. However, if scheduling is conflicting, your final interview may consist of a 30-minute interview via Google Meet with HR admin. The pay band for this position is $52,000 - $58,000.