Why Waiting to Hire an Associate Will Cost You Schedule Freedom

If you are planning to bring on an associate dentist within the next six months, the most important step you can take right now is to begin preparing.

As Dr. Paul Goodman, founder of Dental Nachos and Dentist Job Connect, often advises practice owners, hiring should be a strategic process, not a reaction to burnout or overload. The most successful transitions happen when owners plan well before the need feels urgent.

Many dentists begin recruiting only after they feel overwhelmed: managing multiple operatories, checking hygiene, fitting in emergencies, and carrying a full clinical schedule. At that stage, the pressure to hire is real, but urgency can narrow decision-making and reduce the likelihood of finding the right long-term fit.

In reality, adding an associate takes more time than most owners anticipate.

A strong candidate may need to relocate, which involves coordinating housing, family logistics, and timing a move responsibly. If the associate is coming from out of state, licensure can take several months. Insurance credentialing frequently requires 60 to 90 days. Most associates must also provide notice to their current employer. All of this occurs before their first day in your practice.

When owners wait until they urgently need help, they often face two challenging outcomes: a prolonged gap before the associate can start or a rushed hiring decision that does not fully align with the practice’s culture and long-term vision.

Starting the process in advance changes the dynamic significantly.

With adequate lead time, you can interview thoughtfully and compare multiple candidates rather than feeling pressure to move quickly on the first available option. You can evaluate alignment in clinical philosophy, communication style, and growth expectations. Your team has time to prepare for onboarding, and operational systems can be adjusted to support a smooth transition. Credentialing and scheduling can proceed without unnecessary stress.

Preparation also requires financial clarity. Before posting a position, review your production numbers, overhead, and capacity. Determine what compensation structure is sustainable and how you plan to grow the associate’s schedule over time. Define what success looks like, not only in production, but in terms of workload distribution, patient access, and your own long-term goals as an owner.

Adding an associate is not simply about filling chair time. It can reduce the number of hygiene checks you personally manage, improve patient access to care, expand treatment capacity, and create more flexibility in your schedule. When planned correctly, it allows you to focus more on leadership, case acceptance, and strategic growth rather than daily overload.

If you anticipate needing an associate in six months, the hiring process should begin now. Sustainable freedom in a dental practice rarely happens by accident. It is the result of thoughtful planning and proactive leadership.

If you’re thinking about hiring an associate dentist—or wondering if your current associate is truly the RIGHT fit—we’re here to help. Connect with the Dentist Job Connect team here!