Dental Groups & DSOs Recruiters
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Dentists are paid on production or collections; DSO business roles sit apart from clinical roles; specialists (ortho, OMS, pedo, endo) are scarce.
Contingency search. No fee unless you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
No upfront fee· Pay only if you hire· Healthcare recruiting only· We reach people who aren't on job boards· Written replacement terms on standard searches
Roles we fill here
Dental & DSO
Revenue Cycle, Reimbursement & HIM
Executive Leadership: C-Suite & VP
Dental Hygiene, Assisting & Front Office
Medical Coding, Billing & Patient Financial Services
Setting-specific role searches
Specialty sub-settings
What does the hire need to do?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Who do we recruit for dental groups and DSOs?
We recruit for clinical and business seats in dental groups and DSOs. That can include general dentists, specialists, office managers, regional operations leaders, revenue cycle leaders, and credentialing staff. We focus on the work each seat does in the office, the region, or the corporate team.
Dentists are often paid on production or collections. DSO business roles sit apart from chairside care. We ask which parts belong to the dentist, the manager, and the home office before we begin outreach.
What changes when you hire in this setting?
A dental group hire usually touches more than one office. The person may spend the day on schedules, handoffs, patient flow, collections, and team questions. Regional leaders may also review reports, coach managers, and resolve problems between locations.
We ask where authority sits now. We want to know who sets pay plans, who approves staffing, and who owns vendor or system choices. That keeps the search aimed at the right person for your model.
How do you use us for clinical dentist searches?
For dentists, we look at the actual practice setting, not just the title. We ask about procedure mix, patient flow, schedule blocks, call expectations, and whether the role supports one office or several sites. That helps us speak to people who match the pace and scope of the work.
Specialists can be hard to find, especially ortho, OMS, pedo, and endo. We reach out directly to dentists who are already working in similar practices. We also screen for fit with your team structure, associate path, and the way cases move through the office.
How do you use us for DSO business and operations roles?
Business hires in DSOs often move between the front office, the regional team, and the owner group. One day may include payroll questions, manager coaching, report review, or a site visit. Another may include billing issues, staffing gaps, or an opening checklist.
We look for people who have worked with multi-site dental operations, but we do not stop at prior titles. We ask how they handled office-level autonomy, how they supported managers, and which decisions stayed with them versus senior leadership.
What do you ask before starting a search?
We start with the work, the reporting line, the schedule, and the credential list. We also ask which offices the person will cover, which systems they will use, and what problem you want solved with this hire. That lets us write a brief that matches the seat.
If a schedule limit or license issue would rule someone out, tell us early. That saves time for both sides. It also helps us speak clearly with candidates about the day-to-day work, rather than sending people who cannot take the role.
How do offers and next steps work?
We move from intake to outreach, then live screening, then a short list with notes on each person. You review the people we present and decide who should move forward. We can also help you shape the offer discussion around role scope and authority.
We offer a candidate replacement guarantee on standard search agreements. The exact period and terms appear in the signed client recruiting agreement. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What else should you ask about this search?
How do you recruit for a dentist who will split time between office locations?
We ask how the week is divided before we speak with anyone. That includes which office they start in, where they cover hygiene, and who handles schedule changes. We then look for dentists who have worked in similar multi-site rhythms.
What if we need both a clinical hire and a business hire?
We can run those as separate searches because the work is different. A dentist may need chairside skills and treatment acceptance experience. A business hire may need office reports, staffing, and manager coaching. We build each brief around the seat, not the department.
How do you screen for specialists like ortho, OMS, pedo, or endo?
We ask about the cases they handle, the referral flow, and the support staff around them. We also confirm whether they work in one location or move among sites. That keeps us focused on people who can work in your exact setup.
What should we send first if we want to start a search?
Send the role title, the location or locations, and the main problem behind the hire. Include the schedule, reporting line, and any license or credential limits. If the seat has a production plan, collections plan, or manager oversight, send that too.
Which related pages help you prepare?
- Lead Dentist / Clinical Director, DSO Recruiters
- Regional Director of Operations, DSO Recruiters
- Dental Assistant (Chairside Assistant) Recruiters
- Expanded Function Dental Assistant (EFDA, RDAEF) Recruiters
- Medical Coder, Remote for Physician Groups & Health Systems Recruiters
- Registered Dental Hygienist, DSO Recruiters
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
What are the fee and payment terms?
No upfront fee. You pay only if you hire. The signed agreement sets the fee and when it is due, along with the placement terms. We agree those terms before the search starts and before any candidate introductions. Temporary or contract coverage is a separate arrangement.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.