Most important hires when building a new dental practice

With financing secured, your lease signed, equipment ordered, and your practice location set, your grand opening is weeks away. Now comes one of the most critical decisions: hiring your team.

The people you hire in these early months will determine whether your practice thrives or struggles. They'll shape your culture, influence your patient experience, and directly impact your bottom line. Great hires accelerate growth and create momentum. Poor hires drain resources, create operational chaos, and damage your reputation before you've even established it.

Yet many new practice owners approach hiring reactively, filling positions as they become urgent rather than strategically building the team they actually need. They hire too late, rush decisions under pressure, or prioritize the wrong roles first.

This guide breaks down the most important hires when building a new dental practice, the order you should make them, and what to look for in each role.

Start early

Before diving into specific roles, let's address timing.

Start your hiring process 1-2 months before your opening date. This gives you time to identify candidates, conduct thorough interviews, and avoid rushing into poor decisions.

Starting early also allows you to bring in key administrative support before opening day, someone who can help with scheduling software setup, credentialing, and initial marketing efforts. This early hire reveals whether you've found someone proactive and communicative or if you need to keep looking for stronger leadership.

Many new practice owners underestimate how long hiring takes. Between posting positions, reviewing applications, interviewing, checking references, and onboarding, even a straightforward hire can take 4-6 weeks. Start too late, and you'll be forced to settle for whoever's available rather than who's right.

Your first hire: Office Manager

This is the most important hire you'll make, and it should be your first.

Your office manager, or front desk lead depending on practice size, is the operational backbone of your practice. They're the first person patients interact with, the central coordinator of your schedule, and the person who keeps everything running when things get chaotic, which they will, especially early on.

Why this role comes first

They help you open  

An experienced office manager can assist with practice setup tasks such as choosing and configuring practice management software, establishing scheduling protocols, setting up billing systems, and creating patient communication workflows.

They set the tone  

Your office manager shapes the patient experience from the first phone call. A warm, organized, professional front desk builds confidence. A chaotic or cold one drives patients away before they ever meet you.

They handle what you shouldn't  

While you focus on dentistry, your office manager handles scheduling, billing, insurance verification, patient communication, supply ordering, and countless operational details.

What to look for

• Experience in dental practice management  

• Strong communication skills  

• Systems thinking  

• Problem-solving ability  

• Coachability

Red flags to avoid

• Frequent job hopping  

• Speaking negatively about previous employers  

• Inability to explain systems or processes clearly

Hiring tip: Bring your Office Manager 2-4 weeks before opening.

Your second priority: Dental Hygienist

Once your operational foundation is in place, your next hire should be a dental hygienist.

Hygiene is the revenue engine and patient retention driver of every successful practice. Your hygienist will see patients more frequently than you do and build long-term relationships that stabilize your business.

Why hygienists matter so much

Recurring revenue  

Regular hygiene appointments create predictable income and fuller schedules.

Patient retention  

Patients bond with their hygienist and often stay loyal because of that relationship.

Treatment acceptance  

Hygienists identify unscheduled treatment and educate patients, directly impacting case acceptance.

What to look for

• Clinical excellence and proper licensing  

• Strong patient communication skills  

• Team mentality  

• Self-motivation and initiative

Hiring tip: Contact local dental hygiene programs. New graduates can be excellent hires.

Your third hire: Dental Assistant

With operations and hygiene running, your next critical hire is a dental assistant.

Your assistant directly affects clinical efficiency and daily productivity. A great one allows you to stay focused on patient care instead of logistics.

Why dental assistants matter

Clinical productivity  

Strong assistants can increase production by 30-40% through efficiency.

Patient comfort  

They spend significant time with patients and shape the overall experience.

Team cohesion  

Assistants often bridge clinical and administrative workflows.

What to look for

• Technical competency and certifications  

• Efficiency and organization  

• Adaptability to your style  

• Positive attitude

Hiring tip: Dental assisting programs are a strong talent source if you're open to training.

Supporting roles

Once your core team is in place, additional hires depend on volume and growth goals.

Additional front desk staff

When: 30-40 patients per day consistently  

Focus: Phones, scheduling, check-in and checkout  

Qualities: Organized, friendly, tech-savvy

Billing specialist / Insurance Coordinator

When: Insurance work exceeds 10-15 hours per week  

Focus: Claims, follow-ups, billing, collections  

Qualities: Detail-oriented, persistent, experienced

Second Hygienist

When: Hygiene schedule is booked 3-4 weeks out  

Focus: Scaling hygiene revenue  

Qualities: Strong cultural and clinical fit

Marketing and growth coordinator

When: Depends on growth goals  

Focus: Visibility, reviews, local marketing  

Qualities: Digital skills, creativity, data awareness

How to find great candidates

Where to find candidates

• Dental-specific job boards  

• Dental schools and training programs  

• Employee referrals  

• Professional networks and CE events  

• Recruitment agencies

Make your practice attractive

• Add a careers page  

• Share team testimonials  

• Maintain a professional online presence  

• Keep applications simple

Interview effectively

• Be clear about requirements  

• Assess tech comfort and communication  

• Include team meetings when possible  

• Always check references

Hire strategically

Successful practices follow a deliberate sequence:

• Office manager first  

• Hygienist second  

• Dental assistant third  

• Supporting roles as needed

Start early. Hire for coachability, culture, and experience. Onboard with intention. Your team will determine whether your practice struggles or thrives in its early years. The right hires don't just fill positions. They become partners in building something meaningful.