You approve. I do the rest: sourcing from Indeed, LinkedIn, DentalPost, state license rosters, and temp marketplaces, scoring against your comp model, drafting offer letters with wording that does not kill a yes, and booking working interviews on your calendar.
Recorded against real data from a live practice. Candidate names redacted to first name and initial. No Wizard-of-Oz; every action you see is live agent output.
The agent monitors your Indeed employer inbox, downloads new resumes, and scores each candidate against your open schedule, your comp floor, and any geography or license constraints you set. The Hiring specialist has run live at a working dental practice since 2025, processing every applicant across every channel. Beyond Indeed, it fans out to LinkedIn, DentalPost, state license rosters, and temp marketplaces. We do not wait for candidates to come to us; we go to them through every channel a licensed hygienist actually uses. Zero manual sort required across all channels.
Four candidates at a live practice declined not because of the dollars but because of how the comp was written. The phrase "OR 30%" reads as income variance. The agent drafts language calibrated to your specific comp model so the wording is a closer, not a red flag.
Once you approve a candidate, the agent proposes three working interview slots from your Open Dental schedule, sends the candidate an options email, and confirms the slot you pick. No back-and-forth in your inbox.
Once hired, the agent generates a formal offer letter with your specific comp terms, an I-9 checklist, and a day-one onboarding task list pre-populated with your practice name, NPI, and state board credentials. The Credentialing specialist picks up from there for CAQH and payer enrollment.
Hygienist hiring is harder than any other dental staff role because the candidates are scarce (only 60% of dentists have enough), they know their market value, and the compensation structure is genuinely complex. A flat hourly offer reads as low risk; a production percentage offer reads as income variance unless it is packaged correctly.
The Hiring specialist is calibrated on a floor-rate-plus-production-kicker comp model, written so the floor is the headline and the kicker reads as upside, not as a replace clause. Four documented declines at a live practice taught the agent exactly which phrases to avoid.
42 states now allow direct-access hygiene, expanding the candidate pool in theory but concentrating competition from DSOs and multi-site groups that offer benefits and stability. The agent's outreach templates are written to compete on the employer-brand angle: single-location, owner-operated, no DSO churn. ADHA Feb 2025
Yes. The sourcing and scoring logic is market-agnostic; only the comp floor and the local candidate pool are market-specific. You set your comp floor and your required radius during onboarding. The agent adapts. Multi-channel coverage - Indeed, LinkedIn, DentalPost, state license rosters, temp marketplaces, and direct outreach - is the structural advantage: we reach candidates through every channel a licensed hygienist actually uses. What the agent cannot guarantee is candidate density in thin markets; your market depth will differ from that of a live Colorado Springs practice.
Yes. You connect your Indeed Employer account during onboarding. The agent reads your inbox, downloads resumes, and monitors new applications daily. You retain full control; the agent has read access and draft-send permissions you can revoke at any time.
Yes. You set a comp floor, a geography radius, and any license requirements during onboarding. Candidates who do not meet the floor are scored below the cutoff and only surfaced if the queue runs dry. You see the full queue ranked; you decide the cutoff.
The agent generates a signed-ready PDF offer letter, saves it to your Drive folder under the canonical naming convention, and hands off to the Credentialing specialist to begin CAQH and payer enrollment. You never lose the thread between hiring and credentialing.
You review every outreach draft before it sends. The agent queues a message for your approval; you see the draft, the candidate score, and the comp estimate. You approve or edit, then it sends from your practice email. No surprises in a candidate's inbox.
The agent tracks retention signals from Open Dental (chair utilization, schedule density, production per hour) and surfaces a warning if a pattern looks like pre-departure. It does not replace a direct conversation, but it gives you earlier signal than most practice owners get.
If you are on Open Dental and currently hiring or expecting to hire a hygienist in the next 90 days, you are the right fit.
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