Recruitment expertise built for multi-location dental hiring

At The Medicus Firm, your investment is structured on a two-part model, which covers consultant-led sourcing, multi-channel marketing, and access to the M3 and TMF partner networks, with no monthly fees or added charges. Ask your search consultant for exact financial commitment.

Placement protections are outlined in each search agreement and vary by engagement. Thorough upfront vetting is designed to minimize this risk. Your consultant will walk you through the specific terms before a search begins.

Growth plans shift, acquisitions move up or get delayed, and new locations come online faster than expected. Your consultant stays engaged throughout the relationship and adjusts scope as your priorities change, rather than holding you to a static plan.

Cost depends on the scope of your engagement, number of active searches, and markets involved. Your search consultant can walk you through exact numbers based on your organization's specific hiring needs.

Timelines vary by market, specialty, and licensure requirements in the state where the role sits. Your search consultant can walk you through a realistic estimate for each specific search.

We do not manage licensure or credentialing directly, that stays with your organization's internal process. What we do is factor those timelines into the search itself, sourcing candidates early enough and setting realistic expectations upfront, so a signed provider isn't sitting idle for weeks waiting on paperwork that could have been anticipated from day one.

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We build pipelines ahead of need, not after a location opens, through ongoing outreach to dentists and associates who may not be actively looking but are worth knowing before a role exists. When a new or acquired office comes online, you're not starting the search from zero.

Every candidate goes through the same evaluation, regardless of whether the location is your flagship office or a practice you acquired last month. We take the time to understand what each specific location actually needs, not just apply a blanket standard, so consistency doesn't come at the expense of fit.

Bi-weekly updates and on-demand reporting give you one clear view into hiring progress across every location, so you're never piecing together status updates from five different searches on your own.

A newly acquired practice comes with its own established culture, pay norms, and team dynamics already in place, so the search accounts for that instead of dropping in a standardized profile that might clash with what's already working. An existing location's search leans more on what your organization has already defined as fit.

Both. We recruit associate dentists and clinical roles alongside DSO leadership positions, often within the same organization, so growth and clinical staffing aren't handled through two disconnected processes.

We've placed general dentists, pediatric dentists, and oral and maxillofacial surgeons across 10 states to date, with reach that continues to grow alongside the DSOs we partner with.

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