1.2k+ Happy Hires
QOP Dental builds every search around how real U.S. dental services operate: multi-site practices, specialty groups, and DSOs balancing chair utilization, payer mix, and treatment acceptance in an insurance-driven, capacity-constrained market. We target clinicians and non-clinical leaders already succeeding in similar environments—people fluent in scheduling realities, referral patterns, and production goals—rather than generic healthcare talent. That focus produces shortlists of candidates who can plug into existing playbooks, respect clinical standards, and improve performance without a long learning curve.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
At QOP Dental, high-touch in dental services means staying close to how practices, specialty groups, and DSOs actually run: understanding schedules, chair utilization, payer realities, and production expectations before a search begins. We keep communication tight with hiring leaders and candidates, calibrate on culture and clinical tempo, and describe the role and brand without gloss. That depth cuts unnecessary interviews, reduces churn, and surfaces people who are already performing in comparable environments.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Dental Services industry
average time to hire, from intake call to top candidate accepting an offer.
At QOP Dental, before we can find you the right hire, we ground the search in how your dental business actually runs—practice or DSO model, payer mix, schedule structure, production goals, and culture. With that context and a detailed role brief, we build a clear, realistic profile of your ideal clinical or non-clinical hire.
Using your parameters, we map real candidate availability across dentists, specialists, and key operational leaders in your target geographies. We factor in competition from nearby groups and DSOs, local saturation, commute patterns, and licensing so outreach is focused where strong, move-ready talent actually sits.
Once targeting is defined, we directly approach dentists and leaders already working in comparable practice or DSO settings. QOP Dental’s screening digs into production history, comfort with your payer mix and technology stack, approach to patient experience and team leadership, and alignment with your clinical philosophy before anyone reaches your desk.
QOP Dental stays close to every shortlisted candidate throughout interviews and working visits, managing schedules around clinic hours and production demands. We help both sides navigate compensation structures, incentives, relocation, and start dates, aiming for a transition that protects your schedule, keeps teams stable, and sets the new hire up to perform quickly.
QOP Dental uses a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in dental services, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
QOP Dental converts your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
QOP Dental operates on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within dental services. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
