Stop paying placement fees for your own hires.
Dental staffing agencies are effective. They're also priced like executive search, even for routine roles. If a meaningful share of your hires are hygienists, assistants, and office staff your team could source directly, the math stops working fast. Here's the honest comparison.
What it means for you | Staffing agencies | DSO Hire |
|---|---|---|
| Cost per hire | 15–25% of first-year salary, per placement. A $200K associate dentist costs $30,000–$50,000 in fees. Ten hires a year can clear $200K in fees alone. | Flat monthly subscription, unlimited hires. The platform costs the same whether you hire two people this year or forty. |
| Who owns the pipeline | The agency. The candidate relationships, the pipeline, the market knowledge: it all lives in their CRM, and you re-rent it for the next search. | You. Every applicant, every scorecard, every silver-medalist lands in YOUR talent pool and compounds with every search you run. |
| Visibility | You see the three to five candidates the recruiter chooses to share, on their schedule. | You see every applicant, scored by PracticeFit, the moment they apply, and your whole team works the same live pipeline. |
| Routine roles | Hygienists, assistants, and front-desk roles move slowly through agency pipelines; the economics push recruiters toward the big-fee searches. | Routine roles are the platform's bread and butter: post across locations, screen with knockout questions, message and book interviews same-day. |
| Volume economics | Hiring more means paying more. There's no version of agency pricing where ten hires don't cost roughly ten fees. | Hiring more means each hire costs less. The subscription is the whole bill. |
Where an agency is still the right call
A genuinely hard executive search with a tight deadline, a market you don't know, or temp coverage for tomorrow morning: agencies and shift marketplaces earn their fees there, and we'd tell you to use one. DSO Hire exists so those are the ONLY hires you pay a premium for, instead of all of them. (Run your own numbers with the calculator on our pricing page.)
Keep agencies for the searches that need them.
Move the other 90% of your hiring to a flat fee: applicants ranked by fit, your pipeline, your candidate relationships, compounding.