Associate recruiting has become the hardest operational problem in dentistry. Great candidates have options, and independent practices are competing against groups with dedicated recruiters and polished offers.
A shared HR function levels that field: professional sourcing, structured interviews, competitive benefits packages, and onboarding that does not fall on the practice manager’s shoulders.
Great candidates have options. Practices competing alone rarely win them.
Just as important is retention — mentorship structures and clear growth paths keep the associate you fought to hire.
For a single practice, that machinery is out of reach. Inside a partnership, it comes standard.
