At Arthur Marshall, we’ve always believed that great partnerships start with real conversations, mutual trust, and honest data. As the dental and veterinary industries continue to evolve, the staffing challenges facing practices today are more complex—and more critical—than ever before. Across the country, doctors, practice owners, and recruiters alike are all feeling the pressure of hiring in a market where demand often outpaces supply. Fortunately, at Arthur Marshall, we’re not just matching candidates with openings, we’re building long-term relationships that truly work for everyone involved.

In this blog, we’re sharing real insights from our leadership and recruiting teams—Lisa and Mary—who are on the front lines of this evolving landscape. From identifying fillable positions to educating clients and candidates on market trends, their experience offers a glimpse into what’s next in healthcare staffing, and how we’re rising to meet it.

Building Strong, Long-Term Partnerships: It Starts with the Right Business

We’ve learned that the most successful long-term partnerships start with one key principle: bring in good business.

What does that mean exactly? For us, it means evaluating potential clients through a lens of realism. If a position is unfillable based on unrealistic parameters, we’re not afraid to have an honest conversation about what’s possible. We don’t accept every opening just to grow our client base. We focus on roles where we know we can deliver results. That’s what builds trust. That’s what sets us apart.

Once we’ve taken on a client, we work hand-in-hand with our recruiting team. This internal collaboration ensures we’re aligning our expectations, strategies, and goals from the beginning. But the real differentiator? Constant communication. We keep our clients informed throughout the process—not just with updates, but with insights. And when clients feel heard and supported, long-term success follows.

Communication, Not Command: Our Consulting Philosophy

In both the dental and veterinary sectors, hiring decisions are big. They affect patient care, team morale, and the financial health of a practice. We respect that. That’s why we take a consultative—not prescriptive—approach.

As Lisa says, “I’m not here to tell our clients what to do. We’re all professionals. It’s their business. But it’s my responsibility to share what’s happening in the market so they can make informed decisions.”

That means bringing real-time data to the table. Whether it’s salary expectations, production model comparisons, or candidate availability in a specific region, we empower our clients with up-to-date, evidence-based insights. When everyone has the same information, better decisions get made.

We’ve also seen the downside of a more forceful approach. Some recruiters take a “my way or the highway” stance, but frankly—that doesn’t work. No one wants to be dictated to. What clients really need is empathy, clarity, and partnership.

Debunking Common Myths: The Realities of Today’s Recruitment Market

From a recruiting perspective, one of the biggest challenges we face is managing expectations. This applies to both clients and candidates.

For candidates—especially recent graduates—there’s often a learning curve. New doctors sometimes come in expecting compensation levels that don’t align with the current market. That’s where we step in to educate.

As Mary puts it, “I’m a data nerd. I don't want to tell someone the wrong thing, so from a candidate perspective, it’s about giving them the lay of the land. If I have a new grad coming out who’s expecting a client to pay significantly above market rate, that’s not realistic—and I explain that to help adjust their expectations. If they’re really looking for a higher salary, then we talk about what other aspects of the job search they might be flexible on.”

We help candidates prioritize what matters most. If a high salary is their top priority, we explore where they might be flexible on other aspects—location, schedule, mentorship opportunities. We guide them through the reality that you might not get the whole pie, but you can absolutely get the right slice.

The same goes for clients. Many dental and veterinary practice owners haven’t had to recruit in years, or ever. Hiring wasn’t a daily task until now. So we walk them through the process, showing them what the market demands and how to position themselves competitively.

Reframing the Interview Process: From Interrogation to Courtship

One of the more surprising trends we’ve seen is how outdated some interviewing approaches have become. It’s common for practice owners—especially those new to hiring—to revert to old-school formats.

We had a recent client ask a candidate, “Why do you want to work for us?”—but never followed up with why the candidate should want to work there. That’s a missed opportunity.

Hiring today is a two-way street. It’s not just about qualifying the applicant—it’s about presenting your practice as a destination. This is particularly important in a market where talented candidates have options. We coach our clients to treat the process like a courtship, not an interrogation. It changes everything.

Going the Extra Mile: Personal Attention That Makes a Difference

What really sets Arthur Marshall apart is how hands-on we are.

From the first call, we assign each client a dedicated recruiter—someone with the experience and passion to guide the process from start to finish. That recruiter doesn’t just email candidates or set up interviews. They come to the practice in person. They get to know the team. They learn what makes that office tick.

And then, they roll up their sleeves and take as much off the doctor’s plate as possible.

Our clients are often solo practitioners who are already stretched thin. They’re treating patients, running a business, and trying to keep their teams engaged. If we can schedule interviews, handle travel logistics, send calendar invites, conduct reference checks—whatever it takes—we’re on it.

We’re also incredibly thoughtful when screening candidates. If a client tells us they want someone outgoing, team-oriented, and committed to mentorship, we won’t send them a quiet new grad who isn’t a fit. We screen deeply and carefully—because the goal isn’t just a hire. The goal is a lasting hire.

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

The Future of Staffing: Trends We’re Watching

Looking ahead, there are several major trends shaping the future of staffing in both dentistry and veterinary care:

1. Increasing Demand for Flexibility

Candidates are looking for more control over their schedules and work-life balance. Practices offering part-time roles, job-sharing models, or flexible production goals are seeing stronger interest.

2. Shift Toward Culture-Based Hiring

It’s no longer just about credentials. Teams are prioritizing fit, attitude, and communication style. We’re seeing practices turn down highly skilled candidates because they don’t mesh with the team dynamic—and we support that.

3. Technology’s Growing Role

Virtual interviews, applicant tracking systems, and AI-based screening tools are becoming more common. While these tools can add efficiency, we believe they should complement—not replace—the human touch.

4. Greater Emphasis on Compensation Transparency

With information readily available online, both clients and candidates are better informed than ever. Competitive, transparent compensation packages are now the norm, not the exception.

Our Promise to Clients and Candidates Alike

At Arthur Marshall, we’re not in this to make quick placements. We’re here to build relationships that last.

Whether you're a practice owner trying to fill a vital role, or a clinician seeking the right opportunity, we offer more than a match. We offer strategy, support, and a personalized partnership that’s built on respect and results.

We know the future of healthcare staffing will continue to evolve. But no matter what changes come, our approach will stay the same: honest communication, data-backed advice, and a deep commitment to making sure everyone—client, candidate, and recruiter—wins.

If you’re ready to find the right fit, not just any fit, we’re ready to help.

Arthur Marshall | National Dental & Veterinary Recruiting ExpertsLet’s build something that lasts.Visit arthurmarshall.com or contact us directly to start your search.