Dental A Team with Kiera Dent

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Dental A Team

Hiring feels harder than it used to. Not because dentistry has changed, but because candidates have. Today’s strongest team members are not just looking for a paycheck. They want to feel aligned with where they work. They are looking for clarity, steady leadership, and work that feels meaningful. That is why posting a generic ad and hoping for the best no longer works.

This is a Dental A Team approach to writing hiring ads that attract the right people while naturally filtering out the wrong ones.

Start With Who the Practice Really Is

Before writing a single line of a hiring ad, it is important to get clear on the practice’s identity. Many practices skip this step and go straight to listing job duties, pay, and hours. The result is an ad that sounds like every other one in town.

A stronger approach is to define the personality of the practice first. What does the practice want to be known for? What do patients consistently mention in reviews? Why do current team members choose to stay? This is not fluff. It is the foundation. When a practice cannot clearly explain what makes it a great place to work, the ad loses its voice and its impact.

Let Google Reviews Do the Heavy Lifting

Google reviews offer valuable insight into how patients experience the practice and what truly stands out. They often remind leadership of the positive impact being made, especially when the focus has shifted to fixing problems or putting out fires.

Most practices underestimate how positively they are perceived. Reviewing recent feedback often reveals patterns such as patients praising kindness, organization, efficiency, or a calm and welcoming environment. Sometimes patients even mention specific team members by name. These themes and phrases should be reflected in the ad. That is how a hiring message becomes specific, believable, and real.

Build a Rockstar Ad, Not a Job Posting

If the goal is to hire a rockstar team member, the ad needs to feel like a rockstar opportunity. A job posting simply lists responsibilities. A strong hiring ad tells a story.

That story helps the right person pause while scrolling and think that this feels like a place they want to be. A well written ad communicates what the practice believes in, what the culture feels like day to day, how success is measured in the role, and how growth and leadership are supported. It also makes clear what type of person will thrive in the environment. When done well, this approach reduces time spent sorting through applications that were never a good fit.

Make the Role Crystal Clear

Hiring often falls apart when expectations are unclear. Many practices say they are hiring for one position, when in reality they are trying to fill multiple roles with one person.

Clarity makes all the difference. A strong ad clearly explains what the role owns, what success looks like in the first few months, what systems are used, who the role reports to, and how it works alongside clinical and leadership teams. When expectations are vague, practices attract candidates who want a basic front desk job. When expectations are clear, they attract professionals who value ownership and take pride in their work.

Align the Ad With Reality

Candidates will research the practice before applying. They will look at the website, reviews, and social media presence. If the ad promises energy, teamwork, and connection, but the online presence feels cold or outdated, trust is lost before the interview even begins.

The goal is alignment. A warm and relationship driven practice should sound warm in its ad. A systems focused and high performing practice should sound structured and intentional. A growth focused practice should clearly speak to opportunity and development. Authentic messaging attracts the right people. Pretending leads to frustration and turnover.

Hire for the Future, Not Just the Current Mess

A practice does not need to be perfect to hire well. One powerful mindset shift is realizing that a hiring 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 speak to someone who wants to help create that environment. Many high caliber candidates are energized by vision and direction, even when improvement is still in progress. What matters most is honesty and leadership.

A Simple Way to Test If the Ad Is Strong

A helpful gut check is to imagine a rockstar treatment coordinator reading the ad while scrolling. Would they feel respected, chosen, and excited by what they read? Or would it blend in with every other listing?

If the ad reads like a template, it will attract average applicants. If it sounds like a real practice with real leadership, it will attract people who are looking for more.

The Bottom Line

Hiring ads are no longer just a task to complete. They are a form of marketing. They reflect leadership, culture, and standards.

The practices that succeed in hiring are the ones that communicate clearly, confidently, and honestly about who they are and where they are going.

If your practice wants help creating hiring ads that reflect culture, attract the right candidates, and set clear expectations from the start, reach out at Hello@TheDentalATeam.com.

Dental A Team provides expert guidance to help your practice thrive! Schedule a call with our team.

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Last updated: January 2026

Written by Joash Ortiz, Dental A Team