The fit score built only for dentistry.
A five-minute, two-sided assessment. Then every candidate and every opening get scored against each other on the things that actually decide whether a hire works out in a dental practice: schedule, pace, culture, mentorship, PMS fluency, commute, licensure. Not keywords. Fit.
Candidates get honest expectations. Practices get ranked pipelines.
Take the assessment once: your pace, your schedule, how you like to be mentored, what matters most to you. Every opening on the board gets a score against it, with a plain-English “why this match” so you know what a practice is actually like before you apply.
It's free, it's private, and your current office never sees you browsing.
Every applicant lands in your pipeline already scored against the role: schedule overlap, PMS fluency, clinical mix, commute, licensure. Smart Picks surface the strongest fits per job, and your dashboard rolls up today's top fits across every opening you have open.
Your team starts with the best-fit candidates instead of a chronological stack of resumes.
Scored on what actually predicts a good hire.
- Schedule overlap (days, evenings, weekends)
- Real commute distance to the practice
- PMS fluency (Dentrix, Eaglesoft, Open Dental…)
- State licensure + certifications
- Specialty + clinical mix
- Work pace + autonomy
- Mentorship + CE growth
- Practice culture + what matters most to them
- Seniority + authority level
- Multi-site / org scale experience
- Dental-domain depth
- Leadership scope (direct + indirect reports)
- Work mode (onsite, hybrid, remote)
- Function fit across 17 corporate functions
The corporate half. Because DSOs don't just hire chairside.
Finance, operations, marketing, HR, IT, legal: a growing group hires a back office, and no general ATS understands what a dental-fluent CFO looks like. DSOFit scores corporate candidates on seniority, multi-site scale, dental-domain depth, and leadership scope. It also understands the clinician-to-executive bridge, so a DDS stepping into a Chief Clinical Officer search is scored on intent, not pigeonholed by degree. Pair it with a confidential search to keep an executive replacement visible only to the people on it.
Explore Corporate RolesFour rules the score can never break.
A score, never a gate
Fit informs decisions; it never makes them. No candidate is auto-screened, auto-rejected, or hidden because of a score, on either side.
Thin profiles aren't punished
We score honestly on the signals that exist and say so when coverage is thin: a new profile reads "not enough signal yet," never "bad fit."
No unearned extrapolation
We never assume a fit a candidate hasn't signaled. The score is built from what you told us and what the job actually requires, with nothing inferred from age, school year, or anything close to a protected category.
You can always see why
Every score ships with its reasons in plain English. If a number can't explain itself, it doesn't belong in a hiring decision.
See your fit.
Five minutes for candidates. Zero setup for dental groups: it's on, on every tier, from the first applicant.