Key takeaways
- Hiring dentists in 2026 remains challenging due to workforce shortages, rising patient demand, and competition among private practices, DSOs, and community health centers. Many dentists prefer predictable schedules, modern technology, and transparent compensation structures.
- Most dentists do not actively browse job boards. Effective hiring requires direct sourcing through licensure data, NPI records, and targeted outreach. Using in-market insights helps employers identify practicing dentists who may be open to new opportunities.
- Compensation models for dentists are more complex than in other clinical roles and include salaries, daily rates, percent-of-production, percent-of-collections, hybrid structures, minimum guarantees, bonuses, and partnership tracks. Transparency improves candidate engagement.
- Effective interviews should evaluate treatment philosophy, clinical decision-making, communication style, digital workflow experience, and alignment with case mix expectations.
- Expa helps dental organizations hire in-market dentists more efficiently by aggregating licensure and NPI data to identify qualified candidates faster. Book a demo and learn more.
Introduction
Hiring dentists in 2026 has become increasingly complex due to workforce shortages, rising patient demand, geographic imbalances in clinician supply, and changing expectations around compensation and work-life structure. Dental practices, DSOs, community clinics, and mobile dentistry providers are experiencing longer hiring cycles as dentists seek roles that offer predictable schedules, clear production expectations, modern technology, and competitive compensation models. Many dentists also expect opportunities for mentorship, autonomy, or ownership, especially in private practice settings.
Traditional job postings are no longer sufficient to attract experienced dentists, especially in competitive markets. Many practicing dentists do not browse job boards frequently, as they are fully employed, often on long-term contracts, or receive multiple opportunities through referrals and direct outreach. Practices that rely solely on passive applications often wait months without generating enough qualified candidates. Instead, employers must use proactive, data-driven sourcing approaches that identify licensed dentists who are actively practicing and may be open to new opportunities.
Expa helps dental organizations overcome these challenges by identifying in-market dentists through aggregated state licensure records, NPI data, and activity indicators. At Expa, we help practices and dental organizations connect with qualified dentists ready to work. Learn more here.
This guide explains how to hire dentists effectively in today’s market. It covers sourcing strategies, licensing requirements, compensation models, interview techniques, employment trends, and how AI-powered recruiting tools help reduce time to hire.
Common questions employers ask when hiring dentists
How do I hire a dentist in today’s market
Hiring a dentist requires employers to begin by defining the type of dentist needed, clinical expectations, patient volume, role structure, and compensation model. Employers must decide whether the need is for a general dentist or a specialist, as hiring dynamics vary significantly between the two. Practices should outline appointment lengths, procedure expectations, technology stack, support staff availability, and production targets.
Most critically, because many dentists do not respond to job postings, employers must identify licensed dentists through proactive sourcing. This includes using licensure databases, NPI registries, dental association listings, residency program networks, and AI-powered platforms like Expa that identify dentists who may be in-market for new roles.
Where can I find qualified dentist candidates
Dentists can be sourced through state licensure databases, NPI records, school and residency program directories, specialty association databases, and dental conferences. Job boards can play a supporting role but typically do not generate sufficient applicant volume for associate dentist roles. Many dentists change jobs through word-of-mouth, recruiter outreach, or direct contact from practices.
Expa consolidates data sources to help employers identify actively practicing, licensed dentists who meet clinical and geographic requirements. This reduces the time associated with manual candidate searches.
What are the average salaries or earnings for dentists by state
Dentist compensation varies considerably by geography, practice type, patient volume, and compensation structure. In California, general dentists often earn between 185,000 and 240,000 annually. In Texas, compensation averages between 160,000 and 210,000. Florida dentists typically earn around 155,000 to 200,000, while many Midwestern states fall between 150,000 and 190,000.
Specialists command significantly higher earnings. Orthodontists, endodontists, periodontists, prosthodontists, pediatric dentists, and oral surgeons all have higher annual earnings, often ranging from 250,000 to 500,000 depending on location and production.
What compensation models do dentists typically work under
Dentist hiring requires familiarity with several compensation models. These include fixed annual salaries, daily rates, percent-of-production models, percent-of-collections models, and hybrid structures. Many practices combine a daily minimum guarantee with a production-based formula. Performance tiers and bonuses may also apply.
Common models include:
• Fixed salary with or without bonuses
• Daily per-diem rate
• Percent of adjusted production
• Percent of net collections
• Hybrid models combining daily rates and production
• Minimum daily guarantee transitioning to full production
• Profit-sharing in rare cases
• Partnership tracks or buy-in agreements for long-term associates
Employers must determine which model aligns best with their financial structure and patient volume.
How long does it take to hire a dentist
Hiring timelines typically range from 60 to 120 days, depending on location and role type. Rural areas often experience longer delays due to limited candidate supply. Urban areas may also struggle, as competition from DSOs and boutique practices increases. Dentists often take longer than hygienists or assistants to change roles, as transitions affect continuity of care, contract terms, and in some cases, non-compete agreements. Direct sourcing and streamlined communication significantly reduce delays.
What interview questions should employers ask dentists
Employers should evaluate clinical decision-making, communication skills, treatment philosophy, and alignment with practice culture. Helpful questions include: How do you approach treatment planning for complex cases; What is your philosophy regarding preventive versus restorative care; How do you manage patient expectations; Describe your experience with digital imaging and CAD/CAM systems; How do you communicate with hygienists and assistants; How do you handle high-production days.
For specialists, employers should ask about case mix preferences, surgical experience, anesthesia credentials, and advanced training.
How do I verify a dentist’s license
Licensure verification requires checking state dental board records for active status, expiration date, disciplinary actions, and continuing education compliance. Employers should confirm DEA registration if controlled substances are prescribed. Sedation permits, anesthesia certifications, and specialty credentials must also be validated.
Most practices underestimate the time involved in dentist credentialing. Using data aggregation tools like Expa can streamline early checks.
What clinical settings do dentists work in
Dentists work in private practices, DSOs, community health clinics, federally qualified health centers, academic institutions, mobile dental units, and residency programs. Specialists may work in group practices, specialty centers, or hospital-based clinics.
Workflows, technology stacks, and patient demographics vary widely between settings, so employers should clearly describe the clinical environment and support staff structure during hiring.
What trends are shaping dentist employment
Several trends influence dentist employment in 2026. Patient demand is increasing nationwide due to population growth and expanded dental benefits in some states. Many older dentists are retiring, reducing the available workforce. Younger dentists increasingly value predictable schedules, mentorship, modern technology, and transparent compensation structures. DSOs continue to expand, influencing competition in metropolitan areas. Practices offering clear pathways for growth and autonomy tend to attract stronger candidates.
How do I make my dentist job posting stand out
Competitive job postings highlight compensation structure, technology stack, support staff ratios, schedule expectations, case mix, production potential, benefits, and partnership tracks if available. Dentists prefer transparency, especially regarding daily minimums, expected production ranges, and mentorship opportunities.
What compliance considerations exist when hiring dentists
Compliance includes verifying state licensure, confirming DEA registration, ensuring sedation or anesthesia permits meet requirements, validating malpractice insurance, and confirming continuing education compliance. Practices must also ensure proper documentation for audits.
Data-driven insights for hiring dentists
Dentist hiring in 2026 is shaped by nationwide workforce shortages, regional competition, shifting generational preferences, and market expansion in both private practices and DSOs. According to national workforce estimates, demand for general dentists is growing steadily as more patients seek preventive and restorative care. Many states are experiencing population increases that outpace the number of practicing dentists, especially in suburban regions.
A significant portion of the current dentist workforce is approaching retirement age. Many dentists who delayed retirement between 2020 and 2022 are now transitioning out, which has created additional hiring pressure. Younger dentists, by contrast, often seek roles that offer predictable hours, a supportive clinical environment, clear expectations, and transparent compensation structures. These preferences have influenced how employers design job roles and compensation models.
Another factor affecting dentist hiring is the rise of DSOs, which continue to expand and acquire practices nationwide. DSOs often offer competitive benefit packages, higher daily minimums, modern equipment, and structured onboarding programs. Their presence has raised expectations for working conditions, clinical support, and administrative efficiency across the industry.
Compensation trends have also shifted. Dentists increasingly prefer hybrid compensation models that combine daily minimum guarantees with production-based structures. Many are hesitant to accept roles that rely solely on production unless the practice provides predictable patient volume and established processes. Practices that communicate expected production ranges, new-patient flow, and typical daily schedules tend to attract stronger candidates.
Because many dentists do not actively browse job boards, employers must use direct sourcing approaches. Expa helps employers identify licensed dentists who are currently practicing and may be open to new roles by aggregating licensure, NPI, and practice setting data. These insights allow employers to reduce time spent on manual research and improve sourcing accuracy.
Learn how Expa’s AI-powered platform helps employers fill dentist roles faster - book a demo.
Step-by-step guide for how to hire a dentist
Define your needs
Hiring begins with understanding the type of dentist your organization requires. Employers must determine whether they need a general dentist or a specialist, outline working hours, identify whether the role is full-time or part-time, define expected procedure mix, and clarify production goals. Practices should identify key responsibilities such as restorative work, endodontics, extractions, emergency coverage, or pediatric care.
Employers should also define their technology stack. Dentists increasingly expect digital workflows, including digital radiography, CAD/CAM systems, intraoral cameras, cloud-based practice software, and streamlined documentation processes. Clear expectations about technology use, support staff ratios, and appointment scheduling help create candidate alignment early.
Verify licensing and credentials
Licensure verification requires reviewing state dental board records for active status, expiration dates, and disciplinary actions. Employers should confirm whether the dentist holds a DEA registration for prescribing controlled substances. Sedation permits, anesthesia certifications, and specialty credentials also need to be validated. For specialists, employers should confirm completion of accredited residency programs and any board certifications.
Practices must confirm malpractice insurance coverage and ensure compliance with state continuing education requirements. Employers that use data aggregation tools like Expa can streamline these checks.
Post to specialized job boards
Job boards can supplement sourcing efforts but should not be the only strategy. Listings should be posted on dental association sites, specialty groups, and residency program job boards. Clear descriptions of compensation models, benefits, case mix, staffing structure, and technology attract stronger applicants. However, because many dentists do not actively seek new roles online, job postings alone are often insufficient.
Use Expa’s AI-powered recruiting platform for direct sourcing
Expa allows employers to identify practicing, in-market dentists by analyzing state licensure records, NPI data, and activity indicators. Employers can target candidates by location, specialty, experience level, and setting-specific background. Automated outreach helps initiate contact quickly, reducing hiring timelines and improving response rates.
Direct sourcing is particularly effective for dentist hiring because many qualified candidates are employed full time and do not search job boards. Expa helps employers identify candidates more efficiently than traditional methods.
Conduct structured interviews and credential checks
Structured interviews allow employers to assess treatment philosophy, clinical decision-making, communication style, and procedural competence. Employers should provide realistic case scenarios and ask candidates about treatment planning approaches, digital workflow experience, and preferred appointment structures.
Topics to cover include:
• Approach to diagnosis and restorative planning
• Experience with complex cases
• Patient communication style
• Emergency management
• Familiarity with digital imaging and CAD/CAM
• Collaboration with hygienists and assistants
• Productivity expectations
• Comfort with high-volume or low-volume schedules
Credential checks should follow interviews and include verification of licensure, DEA registration, sedation permits, specialty certifications, and references from previous practices.
Extend offer and begin onboarding
Offer letters must clearly outline compensation structure, daily minimums, production percentages, patient scheduling expectations, benefits, malpractice coverage, and any partnership or ownership opportunities. Dentists value transparency regarding production potential and support staff ratios.
Onboarding should include training on digital systems, review of clinical protocols, introduction to support staff, and orientation to practice workflows. Practices with clear onboarding processes tend to retain dentists longer and improve clinical performance.
Why dental organizations partner with Expa
Dental practices, DSOs, and community clinics partner with Expa because the platform identifies qualified, in-market dentists faster than traditional recruitment methods. Expa aggregates licensure and NPI data to identify dentists who are practicing and may be open to new opportunities.
The platform integrates with recruiting workflows to accelerate sourcing, screening, and outreach. Employers can quickly identify dentists who meet experience and geographic requirements. This reduces the reliance on job boards and eliminates the need for time-consuming manual research.
Expa’s AI-powered platform provides more efficient access to job-ready dentists, helping practices maintain stable staffing and continue delivering patient-centered care. Organizations gain the ability to connect with clinicians who match their clinical, operational, and cultural needs.
See how Expa can help your organization hire qualified dentists faster. Book a demo today.
