Prepared by Business Executive Group · October 29, 2026
How to use this resource
Fix the brief before comparing
Give each provider the same work location, role, schedule, clinical responsibilities and approved compensation structure. If the brief changes, update every proposal so your comparison still describes the same job.
Compare deliverables, not adjectives
Ask for a sourcing plan, a sample candidate presentation with personal information removed, the screening questions and a reporting schedule. Write down what the employer still needs to do, including final interviews and credential checks.
Separate a failed criterion from an unanswered one
Mark a requirement confirmed, unsuitable or awaiting evidence. Do not score an unanswered question as proof that a service is absent. Resolve mandatory criteria before deciding which optional features matter.
Record the reason for the decision
Name the decision-maker, proposal version, unresolved conditions and next review date. Keep the agreement with the worksheet so later changes can be compared with what was actually purchased.
A worked example
Illustrative example: Provider A includes sourcing and screening; Provider B supplies a job-ad campaign. Neither is automatically the better purchase. If your manager has time to assess applications, the campaign may fit. If sourcing and initial screening are the missing capacity, compare managed-search proposals instead.
Apply the decision to the actual Jacksonville vacancy
Name the planning district or municipality and the street address. San Marco, Mandarin and Arlington are Jacksonville neighborhoods. Atlantic Beach, Neptune Beach, Jacksonville Beach and Baldwin are separate municipalities in Duval County. Orange Park and Fleming Island are in Clay County, Ponte Vedra and St. Augustine are in St. Johns County, and Fernandina Beach and Yulee are in Nassau County. Coverage on this site is limited to Florida; a hospital in Georgia falls under a different state licensing authority. Then state what the role asks of the doctor, because candidates compare terms before they compare neighborhoods. A full-time Jacksonville associate role should give the days worked each week, how leave and continuing education are covered and who the doctor works beside. A Jacksonville specialist or surgeon role should name the referral network, the advanced equipment on site and the certified colleagues who share cases. A Jacksonville emergency role should describe the overnight team, the handover and the hospital that takes transfers. A Jacksonville medical director role should say which hospitals the premise permit covers, because the Florida Department of Business and Professional Regulation requires every premise permit application to list the licensed veterinarian responsible for managing the establishment. When a role covers more than one site, give the drive distance in miles between them and say whether each hospital serves a city neighborhood, a beach community or a neighboring county. Telehealth does not remove the license step: the Department states that a veterinarian must be licensed in Florida to provide telehealth to an animal located in Florida, including one in Jacksonville.
Give the hiring team one brief for each hospital, with clinical work, support staffing, weekend and after-hours duties and location stated together. For a role that covers more than one hospital, list each site, the planned days at each and how schedule changes are communicated. This site describes employer hiring coverage without claiming a Jacksonville 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 Jacksonville-area hiring context · Assign credential-check responsibilities
Complete your worksheet
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.
Continue with the related hiring guidance · All employer resources