Periodontist 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.
Hiring a periodontist means finding someone whose surgical scope, referral habits, and follow-up decisions match the care your practice actually provides.
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?
We recruit periodontists for permanent positions in dental practices and dental service organizations. Before searching, we ask which procedures you offer, who refers patients, and how postoperative care works. Those answers distinguish a surgery-focused opening from one combining periodontal treatment, implant work, maintenance oversight, and consultation with general dentists.
Start with the patient pathway, not a broad procedure list. If general dentists send patients for periodontal assessment, ask who explains findings and returns a written plan. If the specialist places implants, define responsibility for restorative coordination and follow-up. A candidate's preferred handoffs may differ from your current arrangements.
The schedule also shapes the hire. A periodontist joining several offices needs clarity about equipment, assistants, records, and return visits at each location. We discuss those details before presenting candidates, rather than treating willingness to travel as sufficient evidence of fit.
What do we check before you see anyone?
License and specialty training: We screen the dental license for the practice state and review periodontal postgraduate education. Ask candidates to explain their training and current practice scope. Your team verifies license status, specialty documentation, and any privileges needed for the setting.
- Periodontal assessment: Ask, 'How do you document an initial periodontal consultation and communicate findings to the referring dentist?' A useful answer identifies the records reviewed, findings documented, patient discussion, and information returned. It should distinguish consultation work from procedures the candidate personally performs.
- Surgical scope: Ask, 'Which periodontal and implant procedures have you performed recently, and which do you refer elsewhere?' Look for specific examples, recency, and honest boundaries. A long procedure list without recent experience tells you little about the appointment mix they can accept.
- Restorative coordination: Ask, 'When an implant case involves another dentist, how do you agree on responsibilities before scheduling surgery?' Useful answers describe case discussion, shared records, documented responsibilities, and communication when plans change. Your clinical reviewer assesses whether that approach fits your practice.
- Postoperative access: Ask, 'How are patient concerns handled after surgery when you are at another office?' Look for a clear account of contact routes, record access, colleague handoffs, and return appointments. Avoid accepting a vague promise that someone at the practice handles everything.
- Team communication: Ask, 'What information do you need from assistants and hygienists before a consultation or procedure?' Strong answers name relevant records, preparation tasks, and points needing clarification. Ask how the candidate addresses incomplete preparation without leaving staff guessing about the next appointment.
Where do we find them, and why would they move?
We look at periodontal specialty practices, multidisciplinary dental groups, dental service organizations, and academic dental settings. Each background needs a separate conversation. A specialist accustomed to established referrals may want to know how your general dentists introduce periodontal care. An academic candidate may need a closer discussion of appointment timing and chairside support.
Someone interested in ownership may view an associate opening differently from someone seeking a long-term clinical role without practice management duties.
Which mistakes stall the search?
A common mistake is listing implant placement without defining restorative handoffs. Specify who coordinates the case, communicates with the patient, and handles questions that cross between surgery and restoration. Another is assuming specialty training proves every advertised procedure is current. Ask about recent work, references, and areas needing clinical review before setting the initial appointment mix.
Offering a multi-office role without checking follow-up logistics. Map consultation locations, surgical locations, record access, assistant support, and where patients return after treatment.
How would we run the search for this opening?
We review your procedure mix, referral sources, office locations, schedule, and support team. We discuss credentials, work history, recent procedures, and reasons for moving. You interview candidates, assess clinical suitability, and complete your own credentialing. Possible reasons for moving include a different surgical mix, fewer office locations, stronger referral relationships, or more control over scheduling.
Define the opening
You identify which duties belong to the periodontist and which remain with other clinicians.
Screen for workable fit
We ask candidates about the actual handoffs and scheduling decisions described in your opening.
Complete employer review
Before an offer, resolve procedure scope, referral expectations, postoperative coverage, and office rotation in writing.
National median annual wage. SOC 29-1029, Dentists, All Other Specialists.
BLS reports Dentists, All Other Specialists as one occupation. It does not publish a separate estimate for Periodontist, 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.
Open roles
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Should we ask for board certification?
You can make it a hiring preference if it matters to your practice. Keep it distinct from the dental license and postgraduate specialty training you verify. We ask candidates directly rather than assuming their motivation. Ask how consultation blocks, surgical appointments, and postoperative reviews are arranged.
Can we combine periodontal care and implant surgery?
Yes, but screen each part separately. Ask about recent procedures and restorative coordination rather than treating specialty training as proof of your entire advertised scope.
How should we assess referral communication?
Ask the candidate to describe a consultation handoff. Listen for what reaches the referring dentist, when it arrives, and how unresolved questions are addressed.
What should a multi-office interview cover?
Discuss equipment, assistants, records, travel, and postoperative appointments. Ask how the candidate handles a patient concern arising at an office they are not visiting that day.
Who assesses the candidate's surgical judgment?
Your clinical leadership completes that assessment. We screen credentials, experience, and fit, then flag scope questions for your interview and credentialing process.
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 your procedure mix, referral arrangements, and office schedule. We can help define a periodontist search around those decisions.
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 other positions in this family should you consider?
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 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.