Dental 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.
Hire dental professionals whose license, procedure history, and work style match the work on your schedule.
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.
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?
Dental hiring becomes costly when a provider can perform basic restorative work but cannot cover the procedures, charting, or team handoffs your office expects. Healthcare Headhunters screens for the actual work: exams, treatment planning, hygiene coordination, restorative procedures, referrals, follow-up, and record completion.
A standalone practice may need a general dentist who can make treatment decisions without another dentist down the hall. We ask about molar endodontics, surgical extractions, implant cases, referral thresholds, and how the candidate manages a full schedule when an assistant or hygienist needs a decision.
A multi-site group or DSO may have centralized scheduling, shared protocols, and frequent patient handoffs. That changes the interview. We ask how the candidate uses digital charting, responds to established treatment-plan review processes, and works with hygienists, assistants, and other dentists. A hygienist, assistant, and dentist are not interchangeable hires.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What do we check before you see anyone?
State license review. We confirm the candidate holds a current license for the role and state where you plan to employ them. For dentists, we ask about active status, prior state licenses, disciplinary history disclosed by the candidate, and any timing issue affecting a new license.
- DEA status. For a dentist expected to prescribe controlled substances, we verify active DEA registration and ask whether its registered address and practice plans align with the role. Hygienists and clinical support staff are screened against the authority attached to their own positions, not a dentist’s credential list.
- Expanded-function authority. We review state-specific credentials for duties you expect. For example, we ask hygienists about local anesthesia or nitrous oxide credentials where applicable. We ask dentists about sedation permits only when your practice expects sedation services.
- Procedure history. We ask for concrete examples of recent work: restorative treatment, crowns, molar endodontics, extractions, implant restoration, or urgent visits. A candidate who refers surgical cases may still suit your office. The key question is whether your referral pattern matches theirs.
- Digital record work. We ask which dental software the candidate has used and how they complete notes, images, treatment plans, consents, and follow-up entries. Familiarity matters when your team needs legible records before the next patient arrives.
- Education and work history. We verify CODA-accredited training where applicable, review dates and roles, and ask why each move occurred. A move may reflect a sale, schedule change, reduced procedure access, commute, compensation structure, or a preference for different team support.
Where do we find them, and why would they move?
Dental candidates may come from general practices, periodontal offices, university training programs, and other clinical support settings. Hygienists and assistants often compare patient load, schedule consistency, expanded-function opportunities, and the amount of chairside support available. Dentists may move between private practices and larger groups as their preferred procedure mix changes.
One may want more independence; another may want administrative support, peer consultation, or a more predictable referral structure. We test those reasons against the work you are offering.
Which mistakes stall the search?
A common mistake is hiring a general dentist based on production history without asking which procedures produced it and which cases were referred. Another is treating a hygienist’s local anesthesia or nitrous oxide credential as automatic authority in every state or office.
Waiting until the final interview to explain who reviews treatment plans, completes charts, handles emergencies, and makes referral decisions.
How would we run the search for this opening?
Tell us the license type, schedule, procedures, referral pattern, software, supervision structure, and patient volume. We present candidates whose credentials, work history, and stated interests match the role. Their licenses, permitted duties, supervision rules, and daily decisions differ by state and role.
Define the role
We turn that into screening questions rather than a generic title.
Review screened candidates
You decide who advances to interviews and complete your own credentialing and clinical assessment.
Hire under written terms
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.
Can we request additional screening?
Yes: tell us which documents, procedure history, software experience, or work-history questions matter to you. Fee and replacement terms are set in the written agreement, with no upfront fee and payment only upon hire. We also clarify whether the owner wants a broad generalist or someone whose work should remain within a narrower procedure mix.
How long does a dental search take?
Timing depends on your location, license scope, procedure mix, schedule, and whether relocation is involved. We can begin by screening the details most likely to remove candidates from consideration.
Should we change our offer after a candidate receives a counteroffer?
Ask what prompted the search before changing terms. If the candidate wanted more surgical experience, a different schedule, or clearer team support, a pay-only response may not address the reason for leaving.
How do we interview for a small office versus a larger group?
For a small office, ask how the candidate makes independent clinical and scheduling decisions. For a larger group, ask about chart review, handoffs, shared protocols, and working within an established system.
What should we plan for when recruiting an out-of-state dentist?
License transfer or a new state license can affect start timing. Ask early whether the candidate already holds your state license, has begun the board process, or needs to relocate before starting.
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.
Send us the role details, including license scope and procedure expectations. We will screen for the work your dental team needs covered.
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.
Which related pages help you prepare?
- Dental Assistant (Chairside Assistant) Recruiters
- Expanded Function Dental Assistant (EFDA, RDAEF) Recruiters
- Registered Dental Hygienist, DSO Recruiters
- Registered Dental Hygienist (RDH) Recruiters
- How to hire a Dental & DSO team
- How to hire a Dental Hygiene, Assisting & Front Office team
- 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 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.