Sandy Pardue, Consultant/Classic Practice Resources
Sandy Pardue, Consultant/Classic Practice Resources
Sandy Pardue of Classic Practice Resources & Dana Pardue Salisbury discuss issues facing the dental practice owner of today.
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Sandy Pardue

Hiring Series: Why Your Job Offer Letter Could Make or Break Your Next Hire

Hiring Series: Why Your Job Offer Letter Could Make or Break Your Next Hire

9/23/2025 2:55:00 AM   |   Comments: 0   |   Views: 11

Hiring Series: The Drill on Job Offers

Hiring Series: Why Your Job Offer Letter Could Make or Break Your Next Hire

 

Why Job Offers Matter

Skipping this step can leave your practice exposed. Without a written offer, team members may not know:

        
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    How much they’re being paid

        
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    What benefits are included

        
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    Who they report to

        
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    Whether they’re full or part-time

        

As Sandy says: “Nothing flows without an agreement.”


Conditional vs. Unconditional Offers

Never issue an unconditional job offer. Protect your practice by making it contingent on license verification, I-9 documentation, or background checks. If something doesn’t check out, you have the ability to rescind the offer without legal fallout.


What to Include in Your Offer Letter

Keep it to one page, but cover the essentials:

        
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    Position and title

        
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    Start date

        
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    Pay rate (hourly, weekly, or monthly—not annual)

        
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    Full-time or part-time status

        
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    Benefits (health, dental, PTO, holidays)

        
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    Reporting structure

        
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    At-will employment statement (where applicable)

        
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    A deadline to accept

        

And don’t forget to add a personal touch: “We’re excited to have you join our team.”


What to Leave Out

Some promises don’t belong in an offer letter:

        
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    Raises or bonuses (those change too often)

        
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    Future job security guarantees

        

Keep it clear, professional, and compliant.


Pro Tips

        
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    Call first. Congratulate the candidate, explain conditions, then send the letter.

        
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    Proofread. A typo in pay or dates can cause legal problems.

        
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    Set a deadline. Give 3–5 days for the candidate to respond so you don’t lose other prospects.

        

The Bottom Line

A job offer isn’t just paperwork—it’s a compliance safeguard, a culture signal, and the bridge between candidate and employee. Do it right, and you’ll set the tone for a successful, lasting hire.


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