A Strategic Lever for Private Practice Growth

Hiring an associate dentist is a critical strategy for expanding a private dental practice and reducing the clinical and managerial burdens on owner-dentists.

Yet despite this potential, associate turnover remains a persistent challenge. Studies show that nearly 75% of associate placements fail within the first year. This high failure rate often stalls growth and creates ongoing operational disruptions for practices and staff.

 

 

Understanding Associate Turnover

When an associate hire doesn’t work out, it introduces new layers of complexity for the owner. Beyond the logistical demands of hiring, owners are responsible for mentoring, scheduling, performance oversight, and integrating new associates into the practice culture—all while maintaining their own patient load. If the associate underperforms or departs, practices are left to restart the process, often with growing skepticism about whether hiring an associate is worth the effort.

In many cases, the decision to hire was sound—but the execution was flawed.

A mismatch between associate & practice in terms of culture, expectations, or goals can perpetuate what many refer to as the “associate revolving door.”

Toward a Sustainable Hiring Model

Breaking the cycle of associate turnover begins with implementing a deliberate, structured hiring process—one that prioritizes long-term fit over short-term convenience. Successful practices don’t leave associate hiring to chance. Instead, they follow a repeatable, evidence-based model built on three essential pillars:

  • Cultural & Philosophical Alignment
    Great hires happen when practices take time to define their values, clinical philosophy, and working style—and then identify candidates who align with those characteristics. This fit fosters trust, communication, and long-term collaboration.
  • Structured Mentorship & Onboarding
    Even the most qualified associate will struggle without guidance. Establishing clear expectations, scheduled check-ins, and opportunities for clinical and professional development helps new associates integrate successfully and thrive.
  • Financial & Professional Alignment
    Associates are more likely to stay and contribute meaningfully when their financial incentives align with the practice’s goals. Transparent compensation models and shared growth plans create a win-win relationship.

 

Distinguishing Effective Hiring

Rather than rushing to fill a vacancy, high-performing practice owners approach associate hiring as a strategic initiative. They define success criteria in advance, create a clear recruitment and evaluation plan, and commit to vetting candidates against those standards. This approach shifts hiring from guesswork to informed decision-making.

Practices that apply this framework report greater stability, improved team dynamics, and better patient continuity of care. In short, hiring becomes a catalyst for growth—not a recurring source of disruption.

Hiring the right associate isn’t about luck. It’s about following a process that filters for alignment, supports integration, and sets the stage for mutual success.

Solving the associate hiring challenge requires more than just filling a role—it demands clarity, consistency, and commitment. When owners treat hiring as a strategic function rather than a reactive task, they gain team members who contribute meaningfully to growth, culture, and patient care. For practice owners ready to expand without compromising their vision or standards, building and following a thoughtful associate hiring system is an essential step forward.

 

Learn more about Dentist Partner Pros.

 

Written by Robert Spiel, MBA
Co-founder, Dentist Partner Pros

Published in Catalyst – Q3 2025.

Category: Practice Consulting

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