Dental Providers
Find a dental role that fits your needs
Job boards do not care if you are a good fit. We do. Across dental professions and specialties, what defines the right opportunity can look very different. We help you look past the title to what actually determines whether a role works: the compensation model, clinical autonomy, practice environment, schedule, and support behind the opportunity.
How We Help
Guided by expert consultants who know dental
Dental careers are not one-size-fits-all. Our consultants bring experience across dental specialties and practice settings, from private practices and DSOs to specialty and group practices, with an understanding of the market dynamics that shape the right fit.
A career built around your story
We listen. We take the time to understand your experience, where you are in your career, and what you want from your next opportunity.
Helping you make the best next move
We focus exclusively on permanent placements, so the goal is not a quick fill. It is finding an opportunity that makes sense for your career now or for the long term.
Keeping humanity at the heart of the search
AI does not decide who is the right fit. Our consultants manually review every application, so no algorithm stands between you and the role of interest.
Resource Hub
Inside the dental job market
Everything you need to understand what's happening in dental hiring, and what it means for your next move.
Stated Culture vs. Lived Culture: Evaluating a Community, Tribal, or Rural Role
A mission statement says why a health center exists. Here's how to tell if you can build a career and a life in a rural or Tribal role.
Stated Culture vs. Lived Culture: A Dental and Allied Health Guide
What a workplace says about itself is a starting point. Here’s how to see what it’s actually like before you sign.
Why Onboarding Matters When Starting a Role at a Community Health Center or FQHC
What good onboarding looks like at a community health center or FQHC, and the questions to ask before you start.
Allied Health & Dental Job Search Tips: Why Clear Communication Leads to Better Fit
What you communicate during your job search matters as much as where you apply. This post gives Allied Health and Dental professionals—from physical therapists and dental hygienists to speech-language pathologists and oral surgeons—practical guidance for sharing priorities early and finding roles that actually fit.
Placements & Insights: Allied Health & Dental
Where allied health and dental talent is concentrated often comes down to specialty, geography, and compensation working together. This report breaks down three years of placement data alongside survey responses from 1,000+ providers, revealing where demand outpaces supply and which roles carry the highest burnout and turnover risk. Learn why rural markets drive most placements, how specialty shapes practice setting and geography, and what it takes to turn provider sentiment into a stronger recruitment strategy.
Stated Culture vs. Lived Culture: Evaluating a Community, Tribal, or Rural Role
A mission statement says why a health center exists. Here's how to tell if you can build a career and a life in a rural or Tribal role.
Stated Culture vs. Lived Culture: A Dental and Allied Health Guide
What a workplace says about itself is a starting point. Here’s how to see what it’s actually like before you sign.
Why Onboarding Matters When Starting a Role at a Community Health Center or FQHC
What good onboarding looks like at a community health center or FQHC, and the questions to ask before you start.
Allied Health & Dental Job Search Tips: Why Clear Communication Leads to Better Fit
What you communicate during your job search matters as much as where you apply. This post gives Allied Health and Dental professionals—from physical therapists and dental hygienists to speech-language pathologists and oral surgeons—practical guidance for sharing priorities early and finding roles that actually fit.
Placements & Insights: Allied Health & Dental
Where allied health and dental talent is concentrated often comes down to specialty, geography, and compensation working together. This report breaks down three years of placement data alongside survey responses from 1,000+ providers, revealing where demand outpaces supply and which roles carry the highest burnout and turnover risk. Learn why rural markets drive most placements, how specialty shapes practice setting and geography, and what it takes to turn provider sentiment into a stronger recruitment strategy.
FAQs
Frequently asked questions
Specialty-specific insights, compensation trends, and dental workforce perspectives to help you understand what is happening in the market and what it means for your next move.
No. There is no cost to you at any point in the process. The Medicus Firm is paid by the hiring organization, not by the dental providers we work with, so our guidance and advocacy on your behalf come at zero cost to you.
Yes. We never contact your current employer, and we never share your information with anyone without your explicit consent. Nothing moves forward, no introductions, no submissions, no conversations, without your knowledge and approval every step of the way.
You choose your first path. You can apply directly to a role that catches your eye, or start with a conversation with a consultant who understands your dental specialty, experience, and what you are looking for. From there, we continue to align you with opportunities that fit, so your search does not end with a single application..
Production-based compensation pays you a percentage of the value of the dentistry you perform, regardless of whether the practice has actually collected payment from the patient or insurer yet. Collections-based compensation pays you a percentage of what the practice has actually collected, so the timing and reliability of that collection matter more to your paycheck. Because compensation models vary by organization and practice setting, it is important to understand exactly what the percentage is based on and how each offer is structured. Your consultant can help you compare the full compensation model, not just the headline percentage.
Lab fees cover the cost of outsourced work like crowns, dentures, and other appliances, and some contracts deduct all or part of that cost from your production or collections before calculating your pay. Adjustments, like insurance write-offs or in-house discounts, can also reduce the collections figure your pay is based on, even if your production stayed the same. Both can meaningfully affect your actual compensation, so it is worth understanding exactly what gets deducted, and at what percentage, before comparing two offers.
A guarantee term may provide a defined minimum level of compensation for a set period, often as a daily rate or monthly floor, while you become established in a new practice. How guarantees interact with production and whether they are reconciled later varies by agreement. Your consultant can help you understand how a specific offer's guarantee is structured.
Compensation structures can differ considerably across DSOs and private practices, and even between locations within the same type of organization. Offers may include salary, production- or collections-based compensation, guarantees, bonuses, benefits, or potential ownership opportunities. Your consultant can help you look beyond the practice type and compare how the complete compensation model aligns with your goals.
Clinical autonomy can vary considerably by organization, practice model, specialty, and role. Scheduling, treatment planning, case acceptance, clinical protocols, and other expectations may be structured differently from one practice to another. Rather than assuming based on whether an opportunity is with a DSO or private practice, it is important to understand how the specific practice operates. Because our consultants work directly with the organizations we represent, they can help provide that context before you make a decision.
Restrictive covenants, most often non-compete or patient non-solicitation clauses, can affect where or how you may practice after leaving an organization. Requirements and enforceability vary by state, so these provisions should be reviewed carefully and, where appropriate, with an attorney. Your consultant can help you identify the questions to ask before you sign.
A buy-in can involve purchasing a partial or full ownership stake in a practice, with the structure varying significantly by opportunity. Before pursuing one, it is important to understand how the practice is valued, what decision-making authority comes with ownership, how profits are shared, how the transition is structured, and what your options are if you eventually leave the partnership. Because it is a significant financial and legal commitment, an accountant and attorney experienced in dental practice transitions should review the specific terms before you sign.
That is correct. We focus exclusively on permanent placement, so if you are specifically looking for temporary or locum dental work, we will not be the right resource for that search. Every opportunity we bring you is oriented around a lasting fit, not a short-term or temporary assignment.
Book a Consultation
Your search, your terms. We're here when you need us.
No commitment, no cost to you, and completely confidential. We never contact your employer, and nothing moves forward without your approval. You do not need to be actively searching, just curious, to talk with a consultant who knows your corner of dentistry.
