Hiring feels harder than it used to. Not because dentistry changed, but because candidates changed.
Today’s best team members are not just looking for a paycheck. They are looking for a place that feels aligned. A place where expectations are clear, leadership is steady, and the work feels meaningful.
That is why “post a generic ad and hope” is not a strategy anymore.
This is a Dental A Team-style approach to writing hiring ads that attract the right people and repel the wrong ones.
Start With Who the Practice Really Is
Before writing a single sentence of an ad, get clear on identity. Most practices skip this and jump straight to job duties, pay, and hours.
A stronger approach is to define the practice personality first.
What does the practice want to be known for?
What do patients consistently say in reviews?
Why do current team members stay?
This is not fluff. This is the foundation. If the practice cannot articulate what makes it a great place to work, the ad will sound like every other ad in town.
Let Google Reviews Do the Heavy Lifting
Google reviews are free market research. They reveal how patients experience the practice, what stands out, and what feels different.
When a practice feels stuck or discouraged, reviews often bring the spark back. Practices tend to underestimate how positively they are perceived because they are focused on what still needs to be fixed.
Pull the most recent reviews and look for patterns:
Patients praising kindness and empathy
Patients mentioning efficiency and organization
Patients describing a calm, safe environment
Patients calling out one specific team member by name
Those themes become copy. Those phrases become proof. That is how an ad stops feeling generic and starts feeling real.
Build a Rockstar Ad, Not a Job Posting
If the goal is a rockstar team member, the ad needs to sound like a rockstar opportunity.
A job posting lists tasks.
A rockstar ad tells a story.
The story is what makes the right person pause while scrolling and think, “That sounds like the kind of place I want to work.”
A strong ad clearly communicates:
What the practice believes in
What the culture feels like day to day
What winning looks like in this role
How the practice supports growth and leadership
What type of person will thrive there
This also saves time because the wrong-fit applicants tend to self-select out.
Make the Role Crystal Clear
One reason hiring fails is because practices hire “a front office person” when they actually need three different roles.
Clarity wins.
The ad should make it obvious:
What the role owns
What success looks like in the first 30 to 90 days
What systems the practice uses
Who the role reports to
What the handoffs are with clinical and leadership
When expectations are vague, the practice attracts candidates who want “a front desk job.” When expectations are clear, the practice attracts professionals who want ownership and pride in their work.
Align the Ad With Reality
Candidates will check the practice online. They will look at the website, reviews, and social media.
If the ad says “high energy, fun, and team-focused” but the online presence looks cold, outdated, or inconsistent, trust breaks before the interview even happens.
The goal is alignment:
If the practice is warm and relationship-driven, the ad should feel warm.
If the practice is systems-driven and high-performing, the ad should feel structured.
If the practice is growth-focused, the ad should speak to opportunity and development.
Authenticity attracts. Pretending creates turnover.
Hire for the Future, Not Just the Current Mess
A practice does not have to be perfect to hire well.
One of the best mindset shifts is this: the ad can represent the future version of the practice, as long as leadership is committed to building it.
If the goal is stronger systems, healthier culture, and better communication, the ad should call in someone who wants to help create that. The right candidate is often energized by the vision, not scared off by the fact that improvement is still in progress.
This requires honesty and leadership. Not perfection.
A Simple Way to Test If the Ad Is Strong
Here is a quick gut check.
Pretend a rockstar treatment coordinator is reading the ad while scrolling.
Would that person feel chosen, respected, and excited?
Or would the ad feel like every other listing?
If it reads like a template, it will attract template applicants.
If it reads like a real culture with real leadership, it will attract higher-caliber people.
The Bottom Line
Hiring ads are no longer just a task to check off. They are marketing.
They market leadership.
They market culture.
They market standards.
And the practices that win in hiring are the ones that tell the truth clearly, with confidence, and with a strong vision of where the practice is going next.
If the practice wants help crafting hiring ads that match culture, attract the right applicants, and set clear expectations from day one, reach out at Hello@TheDentalATeam.com. If you'd like our expert guidance for your practice, Dental A Team is here to help! Schedule a call with our team.
For more tips, check out our podcast.
Last updated: January 2026
Written by Jacintha Ham, Dental A Team