Oral & Maxillofacial Surgeon Recruiters
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Hire an oral and maxillofacial surgeon whose surgical scope, anesthesia permit, and call background match the cases you plan to cover.
No upfront fee. You pay only if you hire.
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- OMS
- Oral Surgeon
What does this hire really come down to?
An OMS hire changes which referrals you retain and what your surgical schedule can support. The surgeon may consult on extractions, place implants, plan grafting, direct assistants, manage recovery documentation, and take hospital call. We screen against the work you need performed during an ordinary week, not a broad specialty label.
Begin with the case mix. One opening may focus on third molars, dentoalveolar surgery, and single implants. Another may include grafting, full-arch reconstruction, facial trauma, infection consults, or hospital call. Identify the cases now referred out, delayed, or limited by available coverage before you interview.
Then test the fit between the surgeon and your office setup. Ask whether the surgeon will build referral relationships and lead treatment discussions, or work from an established procedure schedule and referral base.
What do we check before you see anyone?
We verify an active state dental license and discuss ABOMS status. Board certification and board eligibility are different facts. We ask which procedures the surgeon performs independently, which cases involve another specialist, and which cases they would refer elsewhere. When office-based deep sedation is part of the role, we review the active general anesthesia permit.
- We ask which state issued it, when it renews, and how the surgeon handles induction, monitoring, recovery, documentation, and emergency preparation. Your practice confirms its own credentialing, clinical assessment, and office readiness.
- For implants and full-arch cases, we ask about CBCT interpretation, digital planning, grafting choices, implant systems, restorative handoffs, provisional timing, and postoperative review. A surgeon who regularly places single implants may not have led full-arch planning.
- For hospital call, we ask about the actual coverage arrangement. Topics include facial trauma, infections, emergency consults, postoperative concerns, transfer decisions, operating room access, and communication with the office after a call event. Recent experience is more useful than a general interest in call.
- We discuss sedation safety records and the surgeon’s role in team preparation, monitoring records, recovery observation, and staff direction. We also ask what the surgeon does if the available assistant team differs from the team used in a prior practice or hospital.
- We review work history for practical move questions. An OMS surgeon may consider a change because of ownership changes, call rotation, limited reconstruction cases, referral patterns, equipment access, or compensation structure. We ask what would need to be different in the next role.
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
OMS residents may be candidates for a first position after training. They can bring recent exposure to trauma, pathology, orthognathic cases, and hospital systems. Some seek greater procedural autonomy, stronger implant exposure, or a call arrangement that better fits their plans.
Established surgeons in OMS groups may consider a move when available cases no longer match their interests. A surgeon seeking more reconstruction work will ask about imaging, grafting support, restorative partners, referral sources, and surgical time. Someone reducing call will ask how after-hours coverage works.
Which mistakes stall the search?
A common mistake is treating high routine extraction volume as proof of full-arch planning, grafting, restorative coordination, and long-term follow-up experience. Another is discussing office-based deep sedation before reviewing the anesthesia permit, recovery process, assistant skills, imaging, and equipment. Full-arch work may involve CBCT review, restorative communication, provisional coordination, surgical assistants, recovery coverage, and follow-up ownership.
Promising implant volume or hospital call without explaining the referral base, coverage rotation, schedule, and available support.
How would we run the search for this opening?
Tell us which procedures the surgeon will perform, which cases you refer out, and whether hospital call belongs in the role. Describe imaging, surgical assistants, recovery coverage, implant systems, restorative coordination, and referral handoffs. We present screened candidates for your review.
Define the case mix
We build the search around those duties and your schedule.
Review the office setup
We use those details when discussing the day-to-day role with candidates.
Interview against real cases
Ask about comparable procedures, call decisions, staff direction, case planning, and follow-up ownership. 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.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
National median annual wage. SOC 29-1022, Oral and Maxillofacial Surgeons.
BLS reports Oral and Maxillofacial Surgeons as one occupation. It does not publish a separate estimate for Oral & Maxillofacial Surgeon, its setting or its engagement terms.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
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Can you help if we need coverage before a permanent hire?
Yes: we arrange locum tenens, travel and contract coverage on request. Whether we can help, and the responsibilities and terms, need separate confirmation. Your organization retains clinical assessment and credentialing responsibility. Per diem placement adds a surgeon to your own pool.
Should we hire for hospital call experience or implant experience first?
Choose the work you need covered most often and cannot safely defer. If call is part of the role, discuss recent coverage duties early. If elective implant growth is the goal, examine grafting and full-arch experience closely.
Does ABOMS status show that a surgeon can perform every procedure we offer?
No: ABOMS status is an important credential fact, not a case log. Ask about recent procedures, the surgeon’s independent role, available support, and cases referred to another specialist.
What should we ask about office-based anesthesia?
Confirm the active general anesthesia permit when deep sedation is part of the role. Discuss recovery staffing, monitoring records, emergency preparation, equipment, and how the surgeon works with your team.
What does it cost to start a permanent search?
No upfront fee. You pay only if you hire. We will review the written agreement, including the fee and replacement terms for a standard search.
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 Healthcare Headhunters about your case mix, licenses, permits, call duties, and office resources. We will screen OMS candidates against those details.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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 other positions in this family should you consider?
What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · Compare recruiting models
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 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.