DENTAL

Great hygienists have options. We help make your practice their first choice.

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A dental hygienist working with a patient
dental placements
0 +
average time to fill for staff roles
< 0 weeks
still in position at 90 days
0 %
Every month a hygiene chair sits empty, you lose somewhere between $15,000 and $25,000 in production. You know this better than anyone, because hygiene is the most consistent revenue the practice has, and you’re the one answering for chair utilization when a report lands on the COO’s desk. So when a hygienist or an assistant gives notice, the whole schedule wobbles, and you’re calling patients to reschedule while the margin evaporates.
A dental operatory or practice team
Dental has turned into one of the most competitive corners of healthcare hiring. Private practices are up against DSO corporations with deeper pockets. New offices open on every other block, sometimes three in the same shopping plaza, and every one of them is chasing a hygienist right now. Rates keep climbing. Job postings pull in fewer applicants than they did a couple of years ago, and half the ones that do come in aren’t even hygienists.
We’ve recruited in the dental space for years, across private practices, DSOs, and community health dental programs, including sliding-fee sites and Medicaid dental. We come in when someone leaves without warning or when a practice is growing and you need the right person in the chair, someone who fits the culture and can do the work from day one.
Here’s the trap a lot of practices fall into. They lean on temp staff to cover the gap, and they don’t realize how much that’s costing them month after month. You never know who’s walking through the door, whether their work holds up, or whether they’ll mesh with your team. We bridge that gap with permanent hires. We go into the market and talk to every hygienist local to your practice who’s open to a move, active or passive, then screen hard so the people you meet are worth your time. If we don’t think someone’s a fit, they never reach your desk. Hygienists get the headlines, and dentists and EFDAs are every bit as hard to land. An associate dentist search means selling a career move: production potential, mentorship, and a path to ownership where one exists. We know how to put that case in front of dentists who aren’t answering recruiters. Expanded-function assistants are scarcer still, because every practice that has one knows exactly what they’re worth to the schedule. We recruit both the same way we recruit hygienists, with direct outreach, hard screening, and a short list worth your chair time.
Justin has spoken at Lake Erie College of Medicine on salary transparency and offer negotiation for graduating dental students, so we know both sides of the table: what practices can offer and what candidates are weighing when they say yes or no.

$15K–$25K

Lost production every month a hygiene chair sits empty.

3 in one plaza

Practices can be competing for the same hygienist in a single shopping center.

One-time fee

Permanent placement, not temp, with no hourly agency markup that compounds every month.

What we recruit for dental

Dentists, general and specialty, including Prosthodontists and Endodontists.
Associate Dentists for practices adding capacity.
Dental Hygienists.
Dental Assistants and Expanded-Function Dental Assistants.
Dental Directors and Office Managers.
Front-Office and Administrative Staff.
“It has been difficult to hire qualified team members. Justin has been very helpful with this process and made insightful suggestions that other recruiters had not, and that we still use today.”
Elza Pereira, DMD
Owner, Love Smiles Dentistry
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Dental FAQs

What's the difference between what you do and temp staffing?
We don’t do temp staffing. We do permanent placement. That means we find you a full-time hire who joins your practice directly, and you stop paying an hourly agency markup on top of a wage. Our fee is a percentage of the first year’s salary, one time. Once the person is placed, the savings compound every month you’re not renting coverage.
Demand is high and hygienists have options. When they weigh a move, they’re looking at hourly pay, schedule, patient load, benefits, commute, and whether the office runs like a professional operation. Practices that are clear and quick about all of that win. The ones with a vague posting and a slow process lose the candidate to the practice down the block.
Yes, especially if the posting isn’t producing qualified applicants. A posting only reaches people actively searching. We reach the hygienists, associates, and specialists who aren’t applying anywhere but would move for the right practice. That’s the pool a job board can’t touch.
Yes. Pay matters, and plenty of strong candidates pick a practice for other reasons. Schedule, culture, equipment, patient mix, leadership, and whether someone can picture staying for years all move the decision. We know how to present the full opportunity so a strong practice competes on more than the hourly rate.
By selling the career, since a strong associate isn’t moving for a job posting. We present production potential, mentorship, patient mix, and the growth path, and Justin’s work with graduating dental students on offers and negotiation means we know exactly what candidates weigh before they say yes.