Client FAQ

We work with dental manufacturers, dental dealers, multi-site healthcare organizations, DSOs, DPOs, and group dentistry practices — from family-owned businesses to publicly traded companies, and from startups to established enterprises. Our team brings 30 years of multi-industry recruiting experience to every engagement.

For dental product manufacturers and dealers, we recruit across C-suite, mid-level leadership, and team-level roles in Sales, Operations, Marketing, Technology, Human Resources, and Customer Success. We also recruit Key Opinion Leaders (KOLs). We have deep experience with industry startups and place candidates across every specialty area of the dental industry.

For DSOs, DPOs, and group dentistry organizations, we recruit at the C-suite level, including Chief Clinical Officer, as well as hygiene leadership.

We're the humans in the loop — and that changes everything.

Your internal recruiters, even the best ones, operate within the boundaries of your company. They can't be everywhere, and building a deep industry network is rarely their primary mandate. Most are managing competing HR responsibilities on top of recruiting, and they need support to be successful.

A job board offers visibility, but not advocacy. Without guaranteed communication with every applicant, a job posting can quietly damage your employer brand — candidates who feel ignored say so, and those conversations end up on Glassdoor.

When you put a search in our hands, every candidate who engages with us is treated with honesty and respect. We communicate predictably. We give feedback when we have it. And we make sure no one is left wondering what happened — even when the answer is no. Your brand stays intact. Your time stays protected.

It starts with a discovery call — a chance for us to understand your organization, your need, and whether we're the right fit for the work. From there, we ask you to sign an agreement, then schedule an in-depth intake meeting.

That virtual conversation is where we do the real work together: establishing the hiring profile, the interview process, the vetting criteria, the communication schedule, and the hiring timeline.

Once the search is underway, we present candidates through an integrated video interview platform — though we're flexible on process when a client has specific preferences.

Most searches come together within 60 days. That said, timelines can extend depending on interview scheduling, internal decision-making, and the natural rhythms of a busy organization. We plan for that and keep the process moving on our end.

The best candidates we work with come by referral. Birds of a feather, and all that. Beyond that, we use every tool available to find the right person for the role.

A 30-year career in recruiting — spanning dental and broader healthcare — means a deep network and the experience to know when to phone a friend and when to go hunting. Being a master of today's recruiting tools is just as important as the relationships behind them.

Every vetting process is bespoke — and agreed upon before the search begins. We establish the qualification criteria with you during the intake process. If background checks matter to you, we get them. If assessments are part of your hiring process, we incorporate them. The process is built around your standards, not a one-size-fits-all formula.

In our experience, 2 to 3 well-matched candidates is the right number for any search. Quality over volume. That said, the search isn't complete until the right candidate is found, recruited, and hired — however long that takes.

It depends on the circumstances. If a candidate doesn't perform as represented — within the guarantee period outlined in our agreement — we will provide a replacement candidate. The guarantee period is established during the agreement phase and is reasonable given the realities of the work.

We'll be honest with you: once a candidate walks through your door on Day 1, the relationship is yours. We have no control over what happens inside your organization. What we can control is the quality and integrity of the search that got you there — and we stand behind that.

Both arrangements are possible. The structure depends on the nature of the search, the organization, and what makes the most sense for the engagement. We'll work through that together during the discovery process.

Absolutely. Confidentiality isn't an add-on service — it's how we operate. Every search, every candidate conversation, every engagement is handled with discretion as the default.

Expect a partner, not a vendor. First-time clients sometimes arrive with a picture of what recruiters do that doesn't quite match how we work. We'd rather replace that picture early than navigate around it later. That's why our intake process is thorough — we want to understand your organization, your culture, and what success actually looks like before we ever approach a candidate.

What you can count on: clear communication, a defined process, and honesty at every step. If something isn't working, we'll say so. We expect the same from you. The best searches happen when both sides are engaged. We'll do our part — we just ask that you do yours.

Absolutely — now you're speaking our language. We love startups. The launch phase is one of the most energizing environments in business, and we consider it a place of honor to work alongside a founder and investor team as they build. We've been part of 35+ startup experiences since 2018.

We're not magical — but we've seen enough to know what doesn't work, and we bring that perspective to every engagement. We like to strategize early, we contribute before we make an ask, and we're open to creative arrangements for the right opportunity.

Start with a conversation. Reach out to schedule a discovery call — no commitment, no pressure. We'll take 30 minutes to understand your organization, your need, and your timeline. If it's a fit, we'll move into an agreement and an in-depth intake meeting. From there, the search begins.