Build the team your practice needs to scale.
The single highest-leverage move in any premium practice is the next hire. We source through our active fee-for-service network, vet against role-specific scorecards, and stay accountable to ramp performance — not just placement.
What's quietly costing the practice.
These aren't abstract. They show up in the schedule, the P&L, and the culture every single week.
Hiring is reactive and rushed
A seat opens, the schedule starts to break, and you take whoever can start Monday. Six months later, you're hiring again.
Resumes look great. Performance doesn't.
No behavioral assessment, no role-play, no working interview. The interview was a vibe check — and the vibe is wrong by week three.
Culture and communication fit get skipped
Clinical skill is verified. The way they handle a $30k case conversation, an upset patient, or a team conflict is a coin flip.
Onboarding is a binder and a prayer
New hires figure it out by osmosis. By day 30, habits are set — usually wrong — and you're already correcting backwards.
Recruiters disappear after placement
Most agencies invoice on day 1 and ghost on day 90. There's no accountability for whether the hire actually performs.
Associates are the hardest, slowest hire
Sourcing a fee-for-service associate who can present comprehensive care takes 6+ months you don't have.
A talent operation built for premium dental — sourcing, vetting, onboarding, and 90-day ramp accountability.
Front desk recruiting
Phone-skill, communication, and scheduling-discipline screened. Patient-experience-grade candidates only.
Treatment coordinator recruiting
Closing aptitude tested. Financial conversation comfort assessed. Role-played against real case scenarios.
Hygienist recruiting
Periodontal protocol fluency, case priming ability, and reactivation discipline — vetted against fee-for-service standards.
Associate doctor recruiting
Sourced through our active network. Clinical, communication, and culture fit assessed against your specific practice DNA.
Candidate screening
Behavioral interview, technical interview, role-play, working interview, references. No skipped steps. Ever.
Culture & communication fit
Patient-facing communication tested live. Conflict scenarios run. Team-fit interviews with the seats they'll work alongside.
30/60/90-day ramp tracking
Every placement gets a written ramp plan with named milestones. Tracked weekly, reviewed at each gate.
Placement + performance integration
Our coaches own the new hire's first 90 days alongside your team — placement and performance are the same engagement, not two invoices.
Measured. Owned. Reviewed.
Recruiting fees are written against ramp milestones, not start dates. We're aligned to performance.
Figures reflect averages across Ever Ryze partner practices. Individual results vary by practice, market, team, payer mix, and engagement scope. Not a guarantee of future performance.
How we install it inside your practice.
We don't hand you a binder. We embed, build, train, and stay accountable.
Role definition
Scorecard, must-have outcomes, and culture profile written before a candidate is touched.
Active sourcing
Pulled from our active network plus targeted outreach. We do not post and pray.
Multi-stage vetting
Behavioral, technical, role-play, working interview, references. Every stage scored against the role scorecard.
Final round with the practice
Three vetted finalists presented. You meet the best of the best, not the best you found this week.
Onboarding & ramp
Day-one structured onboarding. Ever Ryze coach embedded in the first 90 days alongside your team.
Ramp gate reviews
30, 60, 90-day reviews against the written ramp. Course-correct early. Replace early if needed — at no additional fee.
Hiring for a key seat? Don't do it alone.
A senior partner will scope the role, the timeline, and the bar — and tell you honestly whether we're the right partner to fill it.