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Senior Dental Recruiter – Dentists & Hygienists
Nationwide Recruiting | Dentists Dental Hygienists Dental Professionals
If your recruiting strategy is posting a job on Indeed and waiting for applicants, this is not the role for you.
Dental recruiting is competitive.
Great dentists and hygienists are already working. They’re busy. They’re being contacted constantly. And most of them are not spending their evenings browsing job boards.
We need a Dental Recruiter who knows how to go find them.
We have between 200-600 roles a year across the USA.
You understand how to identify, approach, recruit, and close dental professionals in competitive markets across the United States.
You know the difference between filling a corporate accounting position and trying to find a hygienist in a market where seemingly every dental practice in town needs three of them.
What We Need
We are looking for someone with real experience recruiting:
- General Dentists
- Associate Dentists
- Dental Hygienists
- Dental Assistants
- Expanded Function Dental Assistants
- Office Managers
- Treatment Coordinators
- Other dental professionals
You should already understand the dental talent market and what motivates these candidates to move.
You Are a Hunter
You don't depend on inbound applicants.
You know how to:
- Build targeted candidate lists
- Source passive candidates
- Find people who aren't actively looking
- Recruit through LinkedIn and other professional networks
- Use databases and sourcing tools creatively
- Work referrals
- Build relationships within local dental communities
- Text, call, email, DM, and follow up
- Get candidates on the phone
- Sell the opportunity without sounding like a recruiter reading a script
- Keep great candidates engaged through the hiring process
- Close
If a market has 200 dental hygienists and none of them are applying, your response isn't:
"We aren't getting applicants."
Your response is:
"Give me the market. I'll go find them."
What Makes You Different
You understand that recruiting dental professionals is a sales job.
The best candidates usually already have jobs.
You have to uncover what would make them move:
Better schedule?
Four-day workweek?
Higher production?
Better doctor?
Better culture?
Better equipment?
More autonomy?
Less corporate nonsense?
Shorter commute?
Better compensation?
Growth opportunity?
You know how to have that conversation.
This Role Is NOT For Someone Who:
- Has primarily relied on Indeed applicants
- Thinks sourcing means searching resumes on a job board
- Needs months to learn how to recruit
- Is uncomfortable cold calling candidates
- Gives up after two messages
- Has never worked in a difficult candidate market
- Blames the market instead of changing the recruiting strategy
We understand some searches are extremely difficult.
That's exactly why we're hiring you.
We Want Someone Who Can Say:
"I've recruited dental professionals before. I know where they are, I know how to approach them, and I know how to get them to talk to me."
Even better if you already have an existing network of dentists, hygienists, dental assistants, practice managers, dental schools, associations, or other dental industry relationships.
Nationwide Opportunity
We recruit across the United States, so you need to be comfortable learning individual markets quickly and attacking searches geographically.
One week you may be recruiting a dentist.
The next search may be three hygienists in a brutally competitive market.
We don't need someone who waits for candidates.
We need someone who creates candidates.
Competitive compensation with strong upside for someone who can consistently produce.
If you're legitimately good at recruiting difficult-to-find dental professionals, we want to talk.
Pay: $85,000.00 - $175,000.00 per year
Application Question(s):
- Tell me about the hardest dentist or dental hygienist role you’ve filled. What market was it in, and exactly how did you find the candidate?
- If Indeed, LinkedIn applicants, and job boards produced zero qualified candidates, what would you do next? Walk me through how you personally source and engage passive dental professionals.
- How much of your recruiting success has come from outbound sourcing versus inbound applicants? Give me a real example of a candidate you recruited who was not actively looking for a job.
Work Location: Remote
