Registered Dental Hygienist, DSO
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This is what we do all day: recruit healthcare professionals.
Hire an RDH who can keep a full DSO hygiene schedule moving while documenting each visit consistently.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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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.
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
A DSO hygienist works within shared appointment templates, periodontal charting rules, and dentist handoffs. During a shift, they review histories, perform authorized services, record findings, flag follow-up needs, and leave the front office with usable next-step notes. Ask candidates how they protect both appointment time and record quality.
A late arrival, missing history, or new periodontal finding can change the planned visit. Strong answers describe what they document, whom they alert, and when they ask the dentist to review findings before the patient leaves.
Ask for examples that show how the candidate adjusts without leaving incomplete charts or unclear patient follow-up.
What do we check before you see anyone?
Verify an active State Registered Dental Hygienist license and review its standing. We ask about the license jurisdiction, renewal date, and any pending disciplinary matter. Your team completes its own credentialing review before a start date. Confirm local anesthesia and nitrous oxide monitoring permits when those duties belong in your role.
- They are not automatic for every RDH position. We ask when the candidate last used each permission and how their prior office recorded authorized services.
- Ask the candidate to describe a full hygiene appointment. Listen for chart review, updated history, periodontal findings, documentation, dentist communication, and checkout notes. This identifies people who can manage the whole visit, not only the procedure portion.
- Test digital periodontal charting with practical questions. Ask how they record probing findings, bleeding points, recession, restorative conditions, and missing information while the patient is present. Ask how they correct an entry after a dentist questions the record.
- Discuss a schedule disruption. If a patient arrives late with incomplete forms, ask what information must be addressed and who receives notice when planned work no longer fits the appointment. The response should show judgment, not a promise to force every task into the original slot.
- Discuss multi-office coverage only when your group expects it. We ask about commute limits, available days, and experience with different operatories, supply locations, dentists, or charting configurations. You decide whether those answers fit your office plan.
Where do we find them, and why would they move?
We speak with hygienists from dental groups, multi-site general practices, and independent general dentistry. Some know centralized scheduling, shared chart standards, bonus structures, and office transfers. Others bring strong patient continuity and seek clearer administrative support or a different schedule pattern.
People move for specific reasons, not one universal reason. An RDH may seek a shorter commute, fewer office changes, more dependable equipment, a different patient mix, or clearer communication with dentists and office leadership. We ask what they want to change and what would make a move worthwhile.
Which mistakes stall the search?
A common mistake is treating years licensed as proof that an RDH can manage your appointment lengths, charting rules, and dentist handoffs. Ask for a recent schedule disruption and the actions taken. Your hygienist may use a shared perio template, work with rotating assistants, cover another office, and follow dentist-specific handoff routines.
Waiting until the offer stage to check the State RDH license and any local anesthesia or nitrous oxide permissions. A late discovery may remove duties you expected the hire to perform.
Using “high volume” without describing appointment patterns, documentation rules, coverage locations, and dentist expectations. Candidates cannot assess the job, and you cannot assess fit, from that phrase alone.
How would we run the search for this opening?
Tell us the appointment types, hygiene schedule, dentists served, charting system, permitted duties, and any office travel. We screen credentials, work history, software exposure, schedule examples, commute boundaries, and reasons for a move. Interview finalists against the same job facts, discuss compensation and start timing, then complete internal checks.
Define the working day
We use those facts to build screening questions around the work your RDH will perform.
Review screened candidates
You select finalists and complete your own clinical assessment and credentialing.
Complete the 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.
The role and the setting
Not ready to start a search?
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We tell you where qualified Registered Dental Hygienist (RDH) are working in your area and what it takes to move them. No fee. No obligation.
Get a free job description review
Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
How do you assess DSO group-practice fit?
We ask about actual appointment flow, charting, dentist handoffs, office changes, and interruptions. We also ask how much structure the candidate worked within in previous dental group or general practice positions. Group practice experience helps, but it is not enough by itself.
Do you recruit RDHs for permanent DSO roles?
Yes: permanent contingency placement is our core service for this role. We arrange locum tenens, travel and contract coverage on request.
Must every candidate hold local anesthesia and nitrous oxide permits?
No: those permissions depend on state rules and the duties assigned in your office. We identify applicable permits early, while your team confirms what the position needs.
What if our practice management system is unfamiliar?
Software experience helps, but it is not the only question. We ask how the candidate learned prior systems, completed perio charting, and resolved unfinished documentation before checkout.
How do you address counteroffers or relocation?
We ask why the candidate is searching, their notice timing, compensation range, commute, and location plans. If a move is involved, we discuss timing and practical commitment before final interviews.
What should you send us about this role?
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.
Tell us how your hygiene day works, which permissions apply, and where coverage is needed. We will screen for RDHs who can perform the work your offices assign.
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.
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.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
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.