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If you think hiring a "staffing agency" is the low-risk route, you’re likely ignoring a $472,000 annual revenue leak. Most firms just "blast resumes" to fill seats, but a vacant chair is a $2,000-a-day financial emergency, not just an HR task. This article breaks down why the traditional transactional model is failing practice owners and how to pivot to a strategic approach that treats your next hire as critical infrastructure instead of just a name on a payroll. Ready to see the difference between "filling a hole" and "fueling growth"?

In a recent internal discussion, Mary, one of our senior recruitment leaders, reflected on where the industry is headed and how we are responding.

Every day that operatory stays empty, your FQHC loses $2,000 and edges closer to provider burnout. If 'Post and Pray' is your only play, you’re leaving your mission (and $472k in revenue) to chance. Read on to see the real cost of a vacancy and how to finally close the gap with mission-driven talent.

Many dental practices are losing nearly $500,000 a year, not because of the market, but due to silent "operational leaks" in areas like scheduling and case acceptance. This post breaks down how to identify your specific performance gap and plug those holes with the right strategic hires.

This post dives into how private practices and DSOs can use locum tenens as a "test drive" for new specialty services without the immediate risk of a permanent hire. It’s all about capturing lost revenue and proving patient demand first, which helps keep your practice valuation high and your growth strategy smart.

The post breaks down how West Coast practices are facing a "fiscal squeeze" where rising hygienist wages are clashing with flat insurance reimbursements. It highlights that traditional "post and pray" hiring is over, recommending radical flexibility, modular scheduling, and high-trust cultures to attract talent in a market where productivity is currently bottlenecked by empty chairs.

In 2026, DSOs are trading the "quick win" of expensive, culture-heavy acquisitions for the intentional growth of De Novo practices. By building from the ground up, groups avoid the friction of legacy systems and instead implement unified clinical standards and technology from day one. While recruitment remains the biggest hurdle, this shift toward organic growth creates more mature, scalable brands that ultimately command higher valuations.

At Arthur Marshall Talent Acquisition, we often tell our partners that to understand where the dental industry is going, we have to look at where healthcare has already been.

Dentists in 2026 are trading big sign-on bonuses for clinical autonomy, AI-driven admin relief, and real equity paths. This piece breaks down why DSOs need "Practice DNA" matching to stop the revolving door and keep their chairs full.

As a general dentist in Concord, North Carolina, I’ve been in the practice long enough to know how critical it is to find the right fit when hiring new staff.

Our on-site analysis identifies the "DNA" of a practice—from clinical workflow to unwritten office rules—to prevent the $100k+ loss caused by a cultural mismatch. By de-risking the human element upfront, we protect your EBITDA and offer a six-month guarantee that "off-the-shelf" agencies simply can't match.

"Succession Architecture" explains that your next associate hire shouldn't just fill a chair, but should be the strategic cornerstone of your eventual exit and retirement plan. By vetting for leadership and cultural fit, you're building a stable, high-value asset that ensures a smooth hand-off when you're ready to step away.

As an endodontist, your career path may seem straightforward: focusing on the precision and care that goes into every root canal, every treatment, and every patient interaction.

When you think about a successful dental practice, you probably envision top-notch clinical care, advanced equipment, and a seamless patient experience.

At Arthur | Marshall, we’ve spent decades helping dental and healthcare practices find the right people for their teams.

At Arthur Marshall, we’ve always believed that great partnerships start with real conversations, mutual trust, and honest data.

In a changing healthcare landscape, recruitment isn’t just about filling a role—it’s about building something that lasts.

We’re not your average recruitment firm. We’re your partner. That means going deeper, asking better questions, and walking beside you every step of the way.

Dentists rely heavily on their hygienists to maintain the high standards of their practice. But what exactly do dentists look for when hiring a dental hygienist?

In the realm of healthcare, the roles of medical professionals can sometimes overlap, leading to confusion about who does what.

In the world of dentistry, a variety of roles work together to ensure patients receive the best care.

It is with heavy hearts that we remember and honor the life and legacy of Justin Poynter, a remarkable member of our Arthur Marshall family.

At Arthur | Marshall, we are dedicated to elevating your practice by providing top-tier recruitment services tailored to your specific needs. Whether you’re looking for exceptional talent to join your team or a candidate seeking the perfect job opportunity, we are here to help you succeed. Reach out to us today and experience the Arthur | Marshall difference.