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

At Arthur Marshall Talent Acquisition, we understand what’s at stake when a seat stays empty, a team runs short, or your community can’t access the care it needs. Whether you're a dental office in a small town or a growing veterinary practice in the suburbs, the story is the same: demand is growing, and supply is not.

It’s why we do things differently. Because we believe a smart hire today is the foundation of your success tomorrow.

The Forecast Is Clear And It’s Urgent

We’re not sounding alarms for drama—we’re doing it because the data is real, and the implications are already being felt.

By 2030, the U.S. is expected to face a shortage of more than 37,000 dentists. That number doesn’t include dental hygienists, specialists, or veterinarians—all critical roles in ensuring access to quality care. Apply the same trajectory to other healthcare roles, and the outlook is even more sobering.

This shortage isn’t theoretical, it’s impacting practices across the country right now. You may already be feeling it:

Candidates who ghost or disappear mid-process

• Roles that sit open for months
• Limited availability of specialists in your area
• Frustrated staff taking on too much
• Patients waiting longer, or leaving altogether

When a provider position remains unfilled, it’s not just a logistical inconvenience—it’s a revenue crisis. The math is simple and staggering: a single dentist vacancy can cost a practice $4,500 a day, or more than $90,000 a month. That’s over $1 million a year in unrealized potential, lost patient trust, and added strain on the rest of your team.

And in rural or underserved communities, the stakes are even higher. Patients don’t just wait longer—they sometimes go without care entirely. In those situations, it’s not just a practice problem. It’s a community health issue.

But here’s the good news: the solution isn’t panic. It’s preparation.

You can’t control the labor market—but you can control how you approach it. That’s why partnering with a recruitment firm that sees the road ahead, understands the bottlenecks, and helps you plan strategically is more important than ever.

At Arthur Marshall Talent Acquisition, we work proactively—not reactively. We bring the data, the process, and the personal touch needed to help your practice stay fully staffed, future-ready, and thriving, no matter what the talent landscape throws your way.

Leveraging Technology Without Losing the Human Touch

We’re not just watching the trends—we’re building solutions around them.

That’s why we’ve leaned hard into AI technology. It’s not about replacing people. It’s about making our people more effective.

Over the past six months, we’ve incorporated AI tools that allow us to respond to candidates faster, streamline internal processes, and refine how we match practices and providers. “I’m an AI girl,” Mary jokes. “I’ve taught myself everything I can to make our systems stronger, and that’s already paying off in faster turnaround and smarter filtering.”

But we’re also crystal clear on this: AI doesn't replace listening. It doesn't replace sitting across from a client during an onsite visit. It doesn’t tell us whether a bubbly, energetic associate will thrive in a more traditional, low-stimulation practice.

That’s where our recruiters shine. The tech helps us move quickly. The human insight helps us move accurately.

Partnership Over Placement

We’re not a dot on the map. And we’re not a service that blasts your opening out to the highest bidder.

We’re a retained recruitment firm, and that means we act as your partner and consultant—not a resume pusher. Some firms send you candidates and call it a day. We learn your culture. We analyze your needs. We work together with you to craft a role that’s competitive, realistic, and attractive in today’s market.

And if you’re not ready to recruit? We’ll tell you that, too.

Lisa put it best: “The worst thing is bringing in a client we can’t help. We don’t want short-term wins—we want long-term success.”

When we work with the right practices, the ROI is real. Filling a key role means new patients, smoother operations, and better morale. But more importantly, it means retention. You’re not just hiring for today. You’re building for next year, and the years after that.

Not Every Match Is the Right Match

One of the biggest differences in how we operate is that we don’t just evaluate the candidate. We evaluate the client, too.

Before we start a search, we ask a lot of questions. Do you have an onboarding process in place? Are you open to candidates outside your region? Do you understand today’s compensation expectations? Have you hired recently?

We know it’s a lot—but that’s the point. The best matches happen when both sides are ready.

Sometimes, we find the client isn’t looking for a partner—they’re looking for a CV service. And that’s okay! That’s just not us.

Other times, we meet a practice that’s never recruited before. They’re nervous. They don’t know where to start. And that’s when we lean in and do what we do best—guide them every step of the way.

Inside Our Culture: Work Hard, Play Hard

Recruitment is high-stakes work. It’s rewarding, but it’s intense. That’s why we’ve built a culture inside Arthur Marshall Talent Acquisition that’s focused on balance.

You’ll hear us on the phone talking to candidates and clients. And then you’ll hear the sound of a basketball swishing in our office hoop. You’ll see someone take a quick break in the massage chair, reset, and then dive back into work recharged.

Because burnout isn’t good for anyone—including your recruiter.

When we take care of ourselves, we show up better for you. It’s that simple.

Real Results: Coaching a Client to Success

We don’t just believe in our process, we’ve seen it work.

Mary recently helped a client who hadn’t hired in years. They didn’t know where to start, and their first candidate interview didn’t go as planned. But Mary visited the site, met with leadership, and offered feedback. Not just on what she saw, but what the candidate felt.

The client listened. They made a few strategic changes. And now? They have three more candidates scheduled for interviews—stronger fits, aligned expectations, and a clearer path forward.

That’s what partnership looks like.

Why We Chose Dentistry—And Why Dentistry Chooses Us

When Mary joined Arthur Marshall Talent Acquisition, she did her homework. She realized something striking: there were no true permanent placement firms in the dental space offering the kind of white-glove, physician-level recruitment she was used to.

Plenty of firms offer locum tenens or contingent search. But no one was applying the depth and diligence of physician recruitment to dental and veterinary practices.

So we did.

And it’s working. Today, we’re proud to be the only full-service retained recruitment firm for these sectors. That’s why partners like Patterson Dental and Fortune Management trust us. That’s why practices come back again and again.

The Value of Soft Skills

One final thing we screen for that you can’t put on a resume: emotional intelligence.

When we interview candidates, we dig deep into personality. We ask about long-term goals. We talk about leadership styles and mentorship. We get a sense for how they’ll handle stress, build rapport, and support your team.

Yes, we verify clinical skills. But those will come out in your interview process. Our role is to ensure they’re the right fit for your culture—because that’s what creates longevity.

As Mary says, “If everyone doesn’t win, no one wins.”

Let’s Plan for the Future Together

At Arthur Marshall Talent Acquisition, we’re not just watching the trends. We’re adapting to them. Innovating through them. Helping practices like yours stay ahead of them.

If you’re ready to work with a recruitment partner who sees the full picture. One that takes the time, asks the right questions, and brings the right people to your door—we’re honored to be your partner and we’d love to talk about how we can help.

Ready to find your next great hire? Let’s start the conversation.