A recent online discussion triggered a firestorm in the veterinary community. What seemed like a simple topic quickly exposed deep cracks in how we understand value, experience, mentorship, and expectations in our profession.
A newly licensed veterinarian, with little to no clinical experience, reportedly demanded a starting salary of ₱50,000 or more, some even citing ₱80,000, while also asking for mentorship. The reactions were immediate. Senior vets laughed, some were frustrated, others felt exhausted, and a few tried to explain patiently why this expectation feels disconnected from reality.
This is not just about salary. This is about perspective.
A LICENSE IS NOT THE FINISH LINE
Passing the board exam is a major achievement. No one is questioning that. Every licensed veterinarian has earned the right to practice.
But a license is permission to start learning, not proof of mastery.
Real veterinary competence is built in the consultation room, in surgery, during emergencies at 2 a.m., while explaining difficult news to clients, managing complications, and making decisions when there is no textbook answer.
Clinical confidence is not automatic. It is earned through time, repetition, mistakes, supervision, and humility.
WHAT A CLINIC REALLY PAYS FOR
When a clinic hires a junior veterinarian, the salary is only part of the cost.
The clinic owner also pays for:
- Mentorship time of senior veterinarians
- Slower consultations and extended case handling
- Surgical supervision and correction
- Errors that require fixing
- Client concerns that senior vets must manage
- Emotional and mental load absorbed by the team
In the early months, many junior vets are not yet profit generators. They are investments.
Expecting a premium salary while still being unable to manage basic cases independently creates a serious disconnect between value and compensation.
MENTORSHIP IS NOT A FREE ADD-ON
Many young veterinarians say they want mentorship, and that is valid. Good mentorship is essential.
But mentorship is not something you demand on top of a high salary. It is part of a structured growth phase. When you are being mentored, someone more experienced is carrying responsibility, legal risk, and mental strain for you.
You cannot expect senior-level pay while still requiring junior-level supervision.
That equation does not balance.
WHY COMPARISONS CREATE PROBLEMS
Some justify high demands by saying times have changed or that inflation makes lower salaries unacceptable.
Progress is good. Inflation is real. But skipping professional stages creates fragile practitioners.
Many senior veterinarians today built their skills under pressure, with long hours, limited guidance, and lower starting pay. What they gained was competence, confidence, and professional depth.
Growth without foundation is unstable.
THIS IS NOT ABOUT SHAMING NEW VETERINARIANS
This is not an attack on new graduates.
The frustration comes from mismatched expectations.
What senior vets are asking for is simple:
- Self-awareness
- Willingness to learn
- Respect for experience
- Fair alignment between skill level and salary
Confidence is healthy. Entitlement is dangerous, especially in a profession where lives are at stake.
A HEALTHIER WAY FORWARD
For clinic owners:
- Be transparent about salary progression
- Define competencies clearly
- Protect mentors from burnout
For new veterinarians:
- Ask not only “How much will I earn?” but “What will I become here?”
- Choose environments that build skills, not just paychecks
- Understand that your first job shapes your entire career
Veterinary medicine is not fast money. It is slow mastery.
And mastery, when done right, pays far more than any starting salary ever could.
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