How to Hire Pet Sitters Before the Summer Rush (And Actually Get It Right)

Every June, the same thing happens.

A petpreneur’s inbox fills up with booking requests. Families are heading out for summer vacation. The calendar is about to explode. And somewhere in the middle of all of it, a sitter calls out, another one gives notice, and suddenly the business owner is doing everything herself again.

Sound familiar?

Here’s the thing: that scramble is not a summer problem. It’s an April problem. Because the hiring decisions you make right now, or don’t make, determine exactly how your summer goes.

The petpreneurs who sail through peak season? They built their team before they needed it. They weren’t hiring in a panic. They were executing a plan.

This post is your plan.

Why Hiring in a Panic Always Backfires

When you’re desperate for help, your standards drop. Not because you’re careless, but because you’re human and you’re overwhelmed. You overlook the red flags in an interview because you need someone to cover next Tuesday. You skip the reference check because there’s no time. You rush the onboarding because you need them in the field immediately.

And then three weeks later, you get the client’s complaint. Or the no-show. Or the resignation text at 6am on a Saturday.

Think of it like this: hiring is a lot like bringing on a new client. When you’re fully booked and selective, you attract the right fit. When you’re desperate and scrambling, you take whoever shows up.

The antidote is simple. Start earlier than feels necessary.

If summer starts in June, your hiring process should start in April. Right now.

Step 1: Know Exactly What You’re Hiring For

Before you post a single job listing, get clear on what you actually need.

Ask yourself:

• How many additional visits per week do I need covered at peak capacity? 

• What specific services does this person need to handle? Walks, drop-ins, overnight stays, or all three? 

• What does my ideal candidate actually look like? Experience level, availability, transportation, certifications? 

• Am I hiring an employee or an independent contractor? Know the legal distinction in your state before you make an offer.

Vague hiring produces vague results. The more specific you are about what you need, the better your chances of finding someone who actually fits.

Step 2: Where to Find Great Candidates

The best pet sitters are not always actively job hunting. Sometimes you have to go find them.

Where to look:

• Indeed and ZipRecruiter: Still the most effective paid platforms for pet care roles. Write a specific, personality-driven listing that reflects your culture, not just the job requirements. 

• Facebook Groups: Local community groups and pet owner groups are goldmines. Post about your opening with a personal touch. 

• Your existing client base: Ask your best clients if they know anyone who loves animals and is looking for flexible work. Referrals from people who already trust your business tend to be solid. 

• Local vet offices and grooming salons: Post a flyer or connect with staff. People who work in pet care professionally often want supplemental income doing what they love. 

• Current team members: If you have existing sitters you trust, ask them. A referral from a great employee is often another great employee.

Cast a wide net early. You want options, not a single candidate you feel pressured to hire.

[Related: Your Q2 Business Reset: How to Course Correct Before Summer →]

Step 3: The Interview Process That Protects Your Business

Your interview is not just about deciding if you like someone. It is about gathering real information that tells you whether this person will show up, communicate well, and handle your clients’ pets with the same care you would.

Must-ask interview questions:

• Tell me about your experience with animals. What types of pets have you cared for? 

• Describe a time something went wrong with a pet in your care. What happened and how did you handle it? 

• How do you handle a client who is upset or unhappy? 

• What does your availability look like during peak summer weeks, specifically around major holidays? 

• Do you have reliable transportation and a valid driver’s license? 

• Are you comfortable with pet first aid, or are you open to getting certified? 

• What does excellent pet care mean to you?

That last question tells you everything. Listen for candidates who talk about the animal first, not the paycheck.Always check references. Always. One phone call can save you from a hire you’ll regret for months.

Step 4: Onboarding That Sets Everyone Up to Win

Here’s where most petpreneurs drop the ball. They find a great candidate, do a quick walkthrough, and send them out into the field hoping for the best.

That’s not onboarding. That’s wishful thinking.

A real onboarding process covers:

• Your standards and expectations in writing. What does a perfect visit look like? What is non-negotiable?
• Client communication protocols. How do they update clients? What photos do you expect? How quickly should they respond to messages?
• Emergency procedures. What happens if a pet is injured? Who do they call? What are the steps?
• A shadow period. New hires should accompany an experienced team member before going solo. Even one or two visits makes a significant difference in confidence and quality.
• A check-in system. Schedule a one-week and one-month check-in. Catch small problems before they become big ones.

The sitters who stay long-term and become invaluable to your business are the ones who felt set up for success from day one.

[Related: How to Raise Your Pet Sitting Prices Before the Summer Rush →]

The Real Cost of Being Understaffed in Summer

Turning away bookings during peak season doesn’t just cost you the revenue from that single visit. It costs you the relationship with that client, who will find another sitter and may not come back. It costs you the referrals they would have sent. It costs you the reputation of being the business that can always be counted on.

Staff up before you need to. Protect the revenue summer is about to bring you.

Your Hiring Action Plan for April

• Week 1: Define exactly what you need and write your job listing
• Week 2: Post everywhere and start collecting applications
• Week 3: Interview your top candidates and check references
•Week 4: Make your offer, get paperwork done, and start onboarding

That’s it. Four focused weeks and you walk into summer with a team behind you instead of a prayer and a backup plan.

Your future self will thank you for starting today.

Ready to Build the Team That Takes You to $10K Months?

Hiring is one of the fastest ways to unlock real revenue growth in your pet sitting business. But it’s also one of the areas where petpreneurs most often get stuck without the right guidance.

Inside CEO Academy, we build your hiring system from the ground up: the job listing, the interview process, the onboarding framework, and the team culture that keeps great people around long-term.

The May cohort is filling up. Let’s talk before it’s gone.