How DSO Hire works, in plain language.

Writes a first draft from your Basics and applies it straight into the description field. Edit it freely after — it's a starting point, not a lock-in.

Pay annually for roughly 10% off versus monthly. Same features either way.

A rule is 'when this happens → optionally only if → do this.' Pick a trigger (a candidate applies, or an application changes stage, or it sits idle), narrow it with conditions, and choose actions. Rules fire once per matching event.

Two different tools live under Automations. Rules react instantly to one thing that happens in your pipeline. Drip sequences send a planned series of emails over days. Use rules for 'when X happens, do Y'; use sequences to gently follow up with a candidate over time.

The kanban does more than hold cards — switch layouts, spot stalls at a glance, and act without leaving the board.

Propose times in the candidate's thread, the candidate picks one, the meeting lands on both calendars with a Meet or Teams link. Rescheduling and cancellation propagate to both sides.

Select multiple candidates to move, reject, or archive them in one go. Candidate notifications still follow your per-action settings.

Upload a CSV or Excel file with one row per practice. We'll validate each row, insert the valid ones, and geocode them in the background. Up to 1000 rows / 5 MB per upload.

By default candidates see exactly where they sit in your pipeline. Turn this on only for a sensitive or executive search to show an abstracted “In review” instead.

Go past a flat salary and build the real deal — a guarantee (daily, draw, or salary), a percentage of production or collections, lab-fee handling, and worker classification. Or keep it a simple range. Either way candidates see a clean at-a-glance breakdown.

Run a sensitive search — like replacing an incumbent — that only specific teammates can see. Everyone else won't find the job anywhere in the app; candidates still see the public posting normally.

Connect Google or Microsoft once and we'll auto-create interview events with Meet or Teams links baked in. Disconnect anytime — no calendar data leaves your control.

A drip sequence is a series of timed nurture emails to one candidate. Build the steps once, then enroll a candidate from their application. Each step sends after the delay you set, and the whole sequence stops automatically the moment the candidate re-engages.

Controls whether a location publicly shows it's part of your group. Set a location private and its jobs won't link back to your corporate brand.

A guidance score, not a gate. It weighs what a corporate/DSO role actually needs — function fit, seniority and leadership scope, multi-site experience, dental-industry domain, comp, and how the person wants to work — and drops any dimension left blank so sparse profiles aren't penalized.

Customize the 3 automatic candidate emails (apply confirmation, message-received, stage-moved) on any paid tier. Growth+ also unlocks unlimited custom templates you can send on demand from a candidate's profile.

Five quick steps — Basics, Description, Compensation, Screening, and Status. You can save a draft and finish anytime; nothing goes live until you set the status to Active.

Applicants flow through stages you can drag them between. Bulk-select to move several at once. Candidates see their stage unless you've hidden it on the job.

Hidden from public search and the job feed. Share the direct link with the people you want to apply — useful for confidential or internal-mobility roles.

While you build a job, a live preview shows how the posting will look to candidates, and a Matchability meter shows how completely it'll score — what's blank and what each field unlocks.

Threaded messaging with inline cards for interviews and offers — plus private team notes, quick templates, and attachments. Replies notify the candidate by email.

Offer letters can require a sign-off before they reach the candidate. Owners and admins send directly; recruiters and hiring managers route through approval unless you grant them direct authority. Pay outside your posted range (or above a ceiling you set) can require approval from anyone.

Each location gets a public listing page at /location/[slug] showing your branding, address, current open roles, and a careers CTA. Indexed by search engines once your site is out of pre-launch lockdown.

Every role comes with sensible defaults, and on Growth and up you can fine-tune what each individual teammate can do — from moving candidates to seeing pay to sending offers without approval.

The cross-job kanban: every application across every practice and posting on a single board. Filter by job or minimum fit, and drag cards exactly like the per-job pipeline.

Rename and reorder your hiring stages here. Changes apply across all your jobs — existing candidates keep their current stage.

Each column is a stage in your hiring flow. Rename or reorder them in Settings → Pipeline — changes apply across your jobs.

Four plans — Solo, Growth, Scale, Enterprise. Every tier gets the full platform; tiers only change how much footprint you can run, and every cap we advertise is the cap the code enforces.

Locations power job placement, per-location analytics, and let you scope Hiring Managers to just the practices they run. View them as a list or a card grid, and filter the page to a single state.

A guidance score, not a gate. It speaks dental — weighing role, real commute distance, PMS fluency, state licensure, comp, specialty, skills, and schedule — and drops any dimension left blank so sparse profiles aren't penalized.

Not a hard filter. PracticeFit rewards candidates who match a few of these; missing a skill never disqualifies anyone.

Offer times right in the thread. The candidate books one, and it lands on your connected calendar automatically.

Analytics turns the application data you're already capturing into hiring metrics — time-to-fill, funnel conversion, source performance, offer acceptance, per-location comparisons, and pay-vs-market benchmarks. No extra logging required.

Invite your team (or anyone) to refer candidates with a personal link. When someone applies through that link, the referral is tracked back to the referrer so you can see who's sending you talent.

The must-haves shown on the listing — license, education, experience. Pick from the role-specific suggestions or type your own; each one becomes its own line.

Open any application to see the candidate's profile, resume, screening answers, knockout flags, and PracticeFit score side-by-side. Leave structured scorecard feedback and @mention teammates without leaving the page.

DSO Hire speaks the whole dental org chart — clinical, front office, and corporate — so each posting's screening and matching fit the actual role.

Structured interview feedback attached to a candidate. Keeps interviewer notes consistent and comparable across your team.

Ask knockout or free-response questions on the application. Knockouts are soft — a missed answer flags the applicant for your review, it doesn't auto-reject.

Need a few more teammates without jumping tiers? Growth and Scale can add seats in packs of 3 for $99/month, prorated automatically.

On Growth+, open any candidate's application detail and click 'Send email' next to the Pipeline stage. Pick one of your custom templates, preview the rendered version, and send.

Send an offer card in-thread. The candidate accepts or declines on a secure tokenized page, and the pipeline stage flips for you automatically.

Compose an offer from your library or from scratch, send it in the candidate's thread, and track Accept / Decline in real time. The pipeline stage flips for you when the candidate responds.

Listings that show a pay range get noticeably more applicants. If you hide it, the range still powers matching behind the scenes — candidates just won't see the number.

“Soft” means a wrong answer flags the applicant for you to review — it never auto-rejects them. You decide.

Search candidates who've opted into discovery. Browsing isn't contacting — you reach out deliberately, and candidate privacy settings are always respected.

Optional security upgrade — adds a 6-digit code from an authenticator app to your sign-in. Trusted devices skip the code prompt for 30 days, so it stays low-friction.

Subscription changes go through your secure billing portal — upgrade for proration credit on the unused part of your current plan, downgrade or cancel at any time.

Mark which credentials this role needs verified. DSO Hire is the conduit — you or a sanctioned third party do the verifying; we never assert a credential is verified ourselves.

Items marked verified were confirmed by your own diligence or a sanctioned third party. Everything else is self-reported by the candidate — DSO Hire never asserts verification itself.

The “?” assistant answers from the help docs and your real account data, shows its sources, links you to the right page — and can draft a few actions for you to confirm. It never changes anything on its own.

A DSO-wide view of your hiring funnel, top-performing roles, and time-to-fill metrics. Built from the application data you're already capturing — no extra logging required.

A daily snapshot of what needs your attention: applications awaiting review, candidates stuck or stale in the pipeline, recent activity, and how your jobs are performing. The cards link straight to a pre-filtered list so you can act in one click.

Invite teammates and set what each can do. Owners have full control including billing; Admins manage hiring + settings; Recruiters work the pipeline; Hiring Managers see only the locations assigned to them. Change a teammate's role or location scope anytime.

Applications are one clear question at a time — about three minutes, with your answers saving as you go. Upload or build a resume and we pre-fill what we can, so you never type what we can read.

Adding licenses and certifications strengthens your matches. Items show as self-reported until an employer or third party verifies them — we don't assert verification for you.

Build a polished, ATS-safe resume from your DSO Hire profile in minutes — six templates, clean PDF download, yours to use anywhere. Free forever, no watermarks.

A fuller profile means better matches and more relevant roles. Import your resume to fill most of it in seconds, then review before anything saves.

You control who can see your profile and can hide it from employer discovery anytime. You can also export or delete your data from settings.

Upload a resume and we pull out your experience, skills, and education. You review everything before it saves — nothing applies on your behalf.

The “?” assistant answers from the help docs and your real account data, shows its sources, links you to the right page — and can draft a few actions for you to confirm. It never changes anything on its own.

Track every role you've applied to as a journey — the same stages the employer uses, with your current step marked. The stage you see reflects what the employer chooses to share.

The corporate-side sibling of PracticeFit — for finance, ops, IT, marketing, and executive roles at dental organizations. Same honesty rules: it guides, it never gates.

How well a role lines up with your profile — roles, skills, schedule, preferences. It's guidance to help you prioritize, not a gate. You can apply to anything.