To attract a board-certified Orthodontist or Oral and Maxillofacial Surgeon, a dental practice needs to offer more than competitive compensation. Experienced specialists will also assess patient demand, referral relationships, clinical facilities, professional autonomy and the support available to deliver the treatments they are qualified to provide. A targeted recruitment search should begin with a clear understanding of these requirements and the type of specialist the practice can realistically support.
Recruiting a dental specialist is a different challenge from filling a General Dentist vacancy.
An Orthodontist or Oral and Maxillofacial Surgeon may have spent years developing a particular clinical focus, building referral relationships and establishing a working environment suited to their specialty.
They are unlikely to consider a new position based on an advertised compensation figure alone.
For a private practice or dental group looking to expand its clinical services, the first question should not simply be, “Where can we find a specialist?”
It should be, “What would make the right specialist want to work here?”
That answer will depend on the practice's patient population, facilities, referral network, proposed working arrangements and long-term plans.
It will also depend on whether the practice is recruiting an Orthodontist or an Oral and Maxillofacial Surgeon. Although both are dental specialties, their clinical requirements and working environments can differ substantially.
First, Understand Which Specialist Your Practice Needs
Before beginning recruitment, establish the clinical services your practice intends to provide and the qualifications required to deliver them.
A practice seeking to expand orthodontic treatment has different requirements from one planning to introduce more complex oral surgery services.
The recruitment brief should reflect those differences from the outset.
Recruiting an Orthodontist
An Orthodontist specializes in diagnosing, preventing and treating dental and facial irregularities, including the alignment of teeth and jaws.
Depending on the practice and patient population, the position may involve comprehensive orthodontic treatment, clear aligner therapy, interdisciplinary treatment planning and the management of patients at different stages of treatment.
A practice recruiting an Orthodontist should consider whether it has the patient demand, equipment, scheduling arrangements and clinical support required for the proposed role.
If the position involves treating patients across several locations, the employer should also establish how treatment continuity and follow-up appointments will be managed.
Recruiting an Oral and Maxillofacial Surgeon
An Oral and Maxillofacial Surgeon (OMS) is a dental specialist whose training encompasses surgical treatment of conditions affecting the mouth, jaws, face and related structures.
The scope of an individual surgeon's practice will depend on their training, credentials, privileges, clinical interests and the facilities available.
A practice considering an OMS appointment should establish which procedures it intends to offer and whether its existing clinical environment is appropriate for those services.
The requirements for a specialist providing office-based dentoalveolar surgery may differ from those associated with more complex surgical services.
The recruitment process should never assume that every Oral and Maxillofacial Surgeon performs the same procedures or that a general dental practice can accommodate every type of oral surgery.
Why Board Certification Matters in Specialist Recruitment
Board certification is an additional professional credential that may be relevant when recruiting an experienced specialist.
For Orthodontists, certification is available through the American Board of Orthodontics (ABO).
For Oral and Maxillofacial Surgeons, certification is available through the American Board of Oral and Maxillofacial Surgery (ABOMS).
Board certification is distinct from state dental licensure and completion of an accredited specialty training program.
An employer should therefore establish which credentials are essential for its particular position rather than treating these terms as interchangeable.
Define Your Credential Requirements Before Beginning the Search
If board certification is a requirement, state that clearly in the recruitment brief.
You should also establish whether the practice will consider a specialist who is board-eligible or currently progressing through the relevant certification process.
That decision should reflect the practice's clinical requirements, credentialing obligations and any applicable organizational policies.
A candidate's qualifications, licensure, specialty training and certification status should be verified through the appropriate primary sources before appointment.
Consider State Licensure and Practice Eligibility
A specialist currently working in New York may be interested in a position in Florida, Pennsylvania or Massachusetts.
However, their existing credentials should not automatically be treated as authorization to practice in another state.
Before progressing with an interstate appointment, establish the relevant licensure, registration, credentialing and practice requirements for the destination state.
Where the proposed position involves sedation, anesthesia or procedures requiring specific permits or facility arrangements, those requirements should be assessed separately.
Establish Whether Your Practice Can Support the Specialist
One of the most important parts of specialist recruitment happens before any candidate is approached.
The practice needs to establish whether the proposed position offers a credible clinical opportunity.
An experienced specialist will want to understand the environment they are joining, the patients they will treat and the resources available to support their work.
A vague promise that the practice intends to “grow its specialist services” may not provide enough information for a meaningful recruitment conversation.
Assess Existing and Potential Patient Demand
Review the practice's current patient population and referral activity.
For an Orthodontist, this might involve examining the number of patients seeking orthodontic consultations and the practice's existing referral patterns.
For an Oral and Maxillofacial Surgeon, it may involve reviewing the types of cases currently referred externally and determining which services could appropriately be provided within the proposed clinical setting.
Distinguish established demand from projected future growth.
If the practice intends to build a new specialty service, candidates should understand that the patient base is still developing.
Review the Clinical Facilities
The facilities required will depend on the specialty and the proposed scope of treatment.
An Orthodontist may want to understand the practice's imaging capabilities, digital workflow, available treatment space and orthodontic support.
An Oral and Maxillofacial Surgeon may need detailed information about surgical facilities, equipment, staffing, patient monitoring, emergency arrangements and any applicable anesthesia-related requirements.
A practice should not advertise facilities or clinical capabilities that it has not yet established.
Where investment is planned, explain what has been approved, what remains under consideration and when the proposed changes are expected to take place.
Consider the Supporting Clinical Team
Specialists need appropriate clinical and administrative support to work effectively.
Depending on the position, this may include trained Dental Assistants, treatment coordination, patient scheduling and referral administration.
For oral surgery services, additional staffing, training and operational requirements may apply according to the procedures performed and the relevant regulatory framework.
The recruitment brief should explain what support is currently available and whether the practice intends to recruit additional team members.
Build a Compensation Package That Reflects the Actual Opportunity
A specialist considering a new position will want to understand how the proposed compensation arrangement relates to patient demand, clinical responsibilities and the working schedule.
There is no single compensation structure that is appropriate for every Orthodontist or Oral and Maxillofacial Surgeon position.
The arrangement may depend on whether the role is employed or independently contracted, the practice's operating model and the services the clinician will provide.
Explain the Compensation Structure Clearly
Where applicable, establish:
Guaranteed compensation and the guarantee period
Production- or collections-based arrangements
Working days and expected clinical hours
Benefits eligibility
Paid time off
Continuing education support
Malpractice insurance arrangements
Relocation assistance
Any applicable contractual conditions
If compensation is linked to production or collections, explain how the relevant figures are calculated and whether deductions or adjustments apply.
Projected earnings should be presented as estimates, not guarantees.
Be Realistic About a Developing Specialist Service
A specialist joining an established service with consistent patient demand may evaluate the opportunity differently from someone being asked to develop a new department.
If the practice is building its orthodontic or oral surgery offering, explain the current patient volume and how the proposed working schedule has been determined.
An employer should be able to discuss the practical arrangements for the initial period rather than relying exclusively on long-term growth projections.
Understand What the Individual Specialist Values
Compensation matters, but it may not be the deciding factor.
An Orthodontist may prioritize continuity of treatment, an established patient base and a predictable schedule.
An Oral and Maxillofacial Surgeon may place particular emphasis on the clinical setting, procedure mix, facilities, support team and professional autonomy.
These are examples rather than assumptions about every clinician.
The recruitment process should establish the individual's priorities through conversation.
Why Traditional Job Advertising May Not Reach Experienced Specialists
An experienced specialist may already have an established position, professional relationships and a clinical environment that supports their preferred scope of practice.
They may have no immediate reason to browse job boards.
Advertising a vacancy can generate interest from clinicians who are actively exploring new opportunities, but it does not necessarily reach those who would consider a move only if a particularly relevant position were presented to them.
A targeted search allows practices to identify and engage suitable specialists directly.
Map the Relevant Specialist Market
The search should begin with the practice's location, clinical requirements and proposed working arrangements.
For example, a dental group recruiting an Orthodontist in Philadelphia may identify relevant clinicians within a realistic commuting area before considering candidates who would need to relocate.
A practice seeking an Oral and Maxillofacial Surgeon in South Florida may need to consider a wider geographic search, depending on the requirements of the position and the availability of appropriately qualified clinicians.
The appropriate search area should be established for each vacancy rather than assuming that every specialist position requires a national search.
Approach Specialists With a Relevant Opportunity
A generic message about an “exciting opportunity” is unlikely to explain why an established specialist should consider changing positions.
The initial conversation should communicate the elements that genuinely distinguish the role.
These may include the proposed clinical scope, existing patient demand, facilities, working schedule, compensation arrangements or an opportunity to help develop a specialty service.
The objective is to establish whether the position aligns with the specialist's professional interests and circumstances.
Respect Confidentiality
Specialists who are already employed or operating within established referral networks may wish to explore opportunities discreetly.
Their interest should not be disclosed to their current employer or professional contacts without appropriate authorization.
Confidentiality should be discussed clearly as the recruitment process progresses.
How Elev8 Approaches Permanent Dental Specialist Recruitment
At Elev8 Search Group, our specialist recruitment process begins with understanding the practice and the position it intends to fill.
That includes the required qualifications, proposed clinical scope, working environment, compensation structure and longer-term expectations.
We then identify relevant professionals within the target market and engage them directly to establish whether the opportunity aligns with their experience and professional goals.
Our approach is designed to complement conventional advertising by reaching clinicians who may not be actively applying for new positions.
For independent practices and dental groups, this creates an opportunity to consider relevant specialists beyond the immediate applicant pool.
How to Assess a Specialist Candidate Beyond Their Resume
A specialist's resume can establish their training history, professional experience and previous appointments.
However, a thorough recruitment process should also determine whether their qualifications and clinical interests align with the proposed position.
Verify Qualifications and Certification
Complete appropriate checks of the candidate's:
State dental licensure
Specialty training
Board certification status, where required
Professional standing
Relevant credentials and permits
Employment history
References
Applicable payer or facility credentialing
For an Oral and Maxillofacial Surgeon, any required hospital privileges, anesthesia permits or other procedure-specific authorizations should be assessed according to the proposed role.
Verification should be completed through appropriate primary sources rather than relying solely on information provided in a resume.
Discuss the Proposed Clinical Scope
Establish which procedures the specialist routinely performs and which they intend to provide in the new position.
A practice should not assume that a specialist's training or job title means they wish to perform every procedure associated with their specialty.
The proposed clinical scope must also align with the practice's facilities, staffing, authorizations and applicable professional requirements.
Assess the Practical Working Arrangements
Confirm the candidate's expectations regarding:
Working schedule
Practice location or locations
Compensation
Patient demand
Clinical support
Professional autonomy
Start date
For multi-location positions, explain the expected travel arrangements and how patient follow-up and continuity of care will be managed.
Addressing these matters before the final interview stage can help both parties determine whether the opportunity is workable.
Recruiting Specialists Across Multiple Dental Practice Locations
A dental group may intend to recruit one specialist to support several practices rather than appointing a separate clinician at each location.
That arrangement requires careful planning.
For an Orthodontist, patients may need appointments over an extended treatment period, making continuity and scheduling particularly important.
For an Oral and Maxillofacial Surgeon, the suitability of each location will depend on the procedures to be provided and whether the necessary facilities, personnel and authorizations are in place.
The recruitment brief should explain exactly where the specialist will work and what services they will be expected to deliver at each site.
Define the Working Schedule
If the clinician will divide their time between locations, establish the expected days and frequency of attendance at each practice.
Avoid presenting a multi-location position as a single-site opportunity during initial candidate conversations.
Assess Facilities at Every Location
Do not assume that equipment or clinical arrangements available at one practice are also available elsewhere in the group.
Each location should be assessed against the proposed services and applicable requirements.
Establish Responsibility for Referral Coordination
A multi-location specialist may receive referrals from several General Dentists or practices.
The group should establish how referrals, patient records, appointment scheduling and follow-up care will be coordinated.
These operational details can materially affect whether the position is attractive and workable for the incoming clinician.
Retaining Orthodontists and Oral Surgeons After Appointment
Recruitment and retention are closely connected.
A specialist who joins a practice based on expectations that differ significantly from the actual clinical environment may have little reason to remain long term.
Practices should therefore be transparent about the opportunity throughout recruitment and continue that communication after the appointment.
Deliver the Clinical Environment Discussed During Recruitment
If particular equipment, staffing arrangements or clinical resources formed part of the agreed opportunity, the practice should have a clear plan for delivering them.
Where changes are necessary, discuss them with the specialist rather than allowing expectations to drift.
Maintain Appropriate Professional Autonomy
Specialists should be able to exercise independent clinical judgment within their professional responsibilities and applicable standards.
Practice leadership should establish clear arrangements for operational decisions while respecting the clinician's responsibility for patient care.
Review Patient Demand and Scheduling
A specialist's workload may develop differently from initial projections.
Regular reviews of patient demand, referral activity and appointment scheduling can help identify whether the position continues to operate as intended.
For a newly established specialty service, this may be particularly important during the early stages.
Discuss Long-Term Professional Goals
Some specialists may wish to maintain a focused clinical role.
Others may be interested in developing a department, supporting additional locations or taking on leadership responsibilities.
Regular conversations can help establish whether the practice can support those ambitions.
Any future opportunities should be discussed realistically rather than presented as guaranteed progression.
When Should a Practice Begin Recruiting a Specialist?
A practice should begin planning once it has established a credible need for the position and can explain the proposed clinical opportunity.
Waiting until the practice has an immediate service gap may create pressure to make a rushed appointment.
However, beginning a search before the practice has defined its facilities, patient demand or compensation arrangements can also make it difficult to engage suitable candidates.
The appropriate starting point is when the employer can provide a clear and accurate recruitment brief.
If an existing specialist has resigned, the practice should also establish an appropriate transition plan for affected patients.
Related reading: What to Do When Your Lead Dentist Resigns: An Action Plan for Private Practices.
Looking to Recruit an Orthodontist or Oral and Maxillofacial Surgeon?
Recruiting an experienced dental specialist requires a clear understanding of the position, the clinical environment and the professional expectations of potential candidates.
For independent practices and dental groups across the East Coast, a targeted search can help identify appropriately qualified clinicians who may not be actively applying for new opportunities.
Elev8 Search Group supports permanent dental recruitment through market mapping, direct candidate engagement and conversation-led qualification.
We work with practices to understand their clinical requirements and identify professionals whose experience and expectations align with the proposed appointment.
Discuss your permanent dental specialist recruitment requirements with Elev8 Search Group.