Stop Rolling the Dice—Here’s the New Playbook for Hiring Dentists Who Stay, Produce, and Rave About Your Office
Let’s be brutally honest:
Hiring a dentist isn’t just about checking boxes on a resume.
It’s about finding a culture fit, a production machine, and a human who turns patients into raving fans. And if you’re still using the “old school” approach (posting a job and praying for the best), you’ll be out-hustled by the next practice in your zip code.
Ready to stop settling and start stacking your team with talent that fuels real, recurring revenue? Read on.
How Dr. Chan Turned His Practice Around With the Right Hire (and the Right Offer)
Dr. Chan was desperate.
His longtime associate left for greener pastures.
The patients started noticing—a dip in reviews, staff stress, production tanking.
Dr. Chan realized he needed a dentist, not just any dentist, but a partner who’d stay and help build something special.
Here’s what he did:
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Defined his practice culture (“We’re growth-obsessed, transparent, and love to laugh.”)
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Launched a BoomCloud™ membership plan to show recurring revenue stability and growth opportunity
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Crafted an offer: profit-sharing on membership MRR/ARR, mentorship, and a clear path to partnership
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Used a five-step hiring process: skills screen, culture interview, clinical observation, team lunch, and a “vision day”
Results?
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Hired Dr. Sam, who immediately enrolled patients into the membership plan
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Practice MRR grew by 55% in the first year
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ARR jumped by $96,000
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Patient retention and reviews soared
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Dr. Sam’s referral network brought in a steady stream of new patients
“When you hire for fit and offer growth, you don’t just get a dentist—you get a multiplier.”
How to Hire a Dentist: The 2025 Winning Formula
Ready to hire? Here’s how the best practices do it—step by step.
How to Hire a Dentist and Win Big
Define Your Culture and Mission
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What makes your practice different?
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Why should someone choose you over the office down the street?
Show Your Growth Potential
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Share MRR/ARR, membership stats, and your plans for expansion
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Ambitious dentists want to grow—not stagnate
Craft a Magnetic Job Posting
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Use clear, compelling language (“Join a high-energy, innovative practice—profit-sharing, mentorship, and real autonomy”)
Implement a Multi-Step Interview Process
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Resume review
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Video interview
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Skills and clinical observation
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Team social interaction
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“Vision Day”—show them the long-term opportunity
Involve Your Team in the Decision
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Your front office, assistants, and hygienists know culture fit when they see it!
Promote Membership Plan Involvement
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Ask candidates how they’d present and grow your membership plan—listen for enthusiasm and ideas
Offer More Than a Paycheck
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Profit-sharing (especially on membership MRR)
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CE budget and mentorship
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Clear growth and partnership tracks
Promote on the Right Channels
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ADA CareerCenter, DentalPost, Indeed, LinkedIn, dental schools, local societies
Make Your Membership Plan the Magnet for Top Talent
Want to attract—and keep—growth-minded dentists?
Show them a practice where everyone wins when membership grows.
Why membership plans are irresistible:
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Predictable income for the office and associates (hello, MRR/ARR!)
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Membership patients spend 2–4X more and refer more often
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Associates can share in recurring revenue, not just rely on PPO roulette
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Easy way for new dentists to build their book of business—and confidence
Pro Tip:
Pitch membership program profit-sharing from day one:
“Every member you enroll adds to your recurring bonus—let’s build this together.”
CASE STUDY: Dr. Chan + Dr. Sam + BoomCloud™ = Dream Team
Before Hiring:
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MRR: $6,800
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Memberships: 110
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ARR: $81,600
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New patients/mo: 13
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Reviews: 62
After One Year:
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MRR: $10,540 (+55%)
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Memberships: 221 (+100%!)
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ARR: $177,400
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New patients/mo: 27
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Reviews: 132 (+113%)
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Revenue per patient: Up 2.3x (thanks to increased acceptance and loyalty)
Dr. Sam’s “Why” for joining?
“Dr. Chan showed me the numbers, the mentorship, and a path to real growth. BoomCloud™ made it easy to jump in, enroll members, and see my impact fast.”
MRR, ARR & Revenue Per Patient: The Metrics That Attract Top Talent
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MRR (Monthly Recurring Revenue):
Dentists want stability—membership-driven offices offer predictable, monthly income -
ARR (Annual Recurring Revenue):
Growth-oriented hires want to see the upside. More members, higher ARR, more opportunity -
Revenue Per Patient:
Membership and loyalty = patients spend more, accept more, refer more
Data Zone:
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67% of associate dentists say “growth opportunity” is their #1 priority (ADA, 2024)
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Practices with membership programs fill open dentist roles 34% faster
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Membership patients are 2–4x more profitable than insurance-only patients
BoomCloud™ Power Moves for Hiring Dentists
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Showcase your MRR/ARR in the interview process—transparency wins
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Offer onboarding/training for membership presentations
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Tie compensation to growth—profit-sharing, bonus for member enrollments
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Celebrate wins—new member signups, case acceptance, reviews
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Publish associate success stories on your site and social media
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Host quarterly team strategy days to set growth goals together
FAQs
Where’s the best place to post a dentist job?
ADA CareerCenter, DentalPost, LinkedIn, Indeed, state/local dental societies, and dental schools.
How can I attract top-tier dentists?
Showcase your culture, growth numbers, mentorship, and membership program.
Should I offer a signing bonus?
If it fits your market, yes—but focus more on long-term upside: profit-sharing, CE, and partnership path.
How do I make sure they fit my culture?
Use multi-step interviews, team involvement, and “vision days” before hiring.
Does a membership plan really help recruit dentists?
Absolutely—growth-oriented associates want recurring revenue and loyal patients.
How do I keep my new hire happy?
Mentorship, autonomy, a clear growth plan, and celebrating wins together!
How to Hire a Dentist Who Stays, Produces, and Elevates Your Practice
Forget just “filling a seat.”
Hiring a dentist in 2025 means crafting a story, a system, and an irresistible opportunity—anchored in recurring revenue, mentorship, and culture.
The result?
A thriving team, happy patients, and a practice built to scale (not scramble).
