OMS Exclusively works for you coast to coast.
Each day we speak with professionals confidentially. Our database of available candidates is extensive.
We realize a growing practice is a busy practice and your time has a monetary value.
Oral surgery recruitment is our expertise. Our service is no risk, and we only get paid for results. We get results!
Don’t find your answer here? Contact us with your question.
How do you help an oral surgeon candidate find a position?
We have over 25 practices around the country looking for oral surgeons. They are looking at new residents, surgeons out of residency for a few years and experienced surgeons. Some are looking for full time associates; others are looking for part time associates. Most of our practices are looking for associates who are interested in partnership positions after working at the practice for a bit, but some practices are looking for candidates for longer term associate positions. So we try to match the practice with the candidate in terms of professional interest. Obviously we try to figure out, even before we put a candidate before a practice, the geographic and financial interests of the candidate to see if there is a potential fit. Finally, we ask candidates in depth questions about their other personal, family and professional interests before we consider them for a specific practice.
What are the important matters that a candidate should discuss with a practice?
In pre offer interview (generally conducted on the phone except sometimes if the candidate lives near the practice the meeting might take place at the practice), the candidate should focus on questions regarding the operation of the practice. Items such as scheduling (both how many patients per day the candidate will be expected to see and for how long on a typical matter), any special techniques used in the operatories, how matters are staffed in the operatory, after hours post operative call scheduling and technical questions regarding equipment, supplies and anesthesia. Questions regarding compensation and partnership track should not be discussed in the first interview unless the practice explicitly asks for your compensation and partnership track expectations. If there is a second interview (almost always in person), then any reasonable question, including compensation and partnership issues, is fair game if asked in a professional manner.
How should I discuss an offer with a practice?
First of all, congratulations if you receive an offer. If you think you are going to receive an offer, beforehand you should make a list of questions that you want the offer to address, including but not limited to, compensation, fringe benefits, hours expectations, call schedule and partnership track. You will likely have other items you want addressed. Thus, once you receive an offer, you are prepared for the matters most important to you. Most importantly, if the offer is for a partnership track position, you should ask for very clear details as to the process; how long before you would become a partner, what the buy in is in terms of dollars, tax structure and years and when you would get voting rights. We call the partnership discussions during the offer stage “prenuptial discussions” and the practice and candidate should seriously consider whether partnership expectations (recognizing that no partnership position can be legally promised in any written agreement) should be explicitly addressed an employment agreement as a quasi “prenuptial agreement” if the candidate does ultimately become a partner.
What are the timing considerations in interviewing and accepting offers?
Timing is a critical matter and there is no one size fits all answer to this question. Some practices are interviewing for positions to fill 6 to 12 months in the future. We will know the timing of our client practices and will be upfront with candidates in the first call on the client timing. We also expect candidates to be upfront with their timing expectations, including personal matters that might impact a change (including family considerations, spousal considerations in terms of jobs and other factors) and how much notice they need to give their practice before leaving for another positions. We tell our client candidates that they should make an offer (or not) to a candidate within a few weeks of a candidate visiting the practice. Likewise, if a candidate receives an offer from a practice, he or she should decide within a couple of weeks whether to accept the offer in principle. Once the offer is accepted in principle, the candidate should retain an attorney to make sure any employment contract is satisfactory, not only on the obvious matters such as compensation and benefits but in areas such as noncompete and non solicitation clauses. This is business relationship and candidates should not skimp on paying an attorney as the employment agreement can impact the candidate’s career for many years going forward.
OMS Exclusively has been an awesome asset. They know the business, the players and has been upfront and honest in all aspects of practice acquisition and relocation. OMS Exclusively knows exactly what you are looking for and can make it happen. They are well connected to the Oral Surgery and Dental community and will without doubt find the opportunity that fits your desired practice environment. I recommend them highly for new graduates, retiring military or any relocation.
I wish there would have been someone to help us find the ideal opportunity when he “we” graduated. Going through Residency is very stressful on the entire family and their certainly was no time to look for opportunities. At the time we had no idea where to go but home, but found out the area was saturated with Oral Surgeons. What we did not think about was there are 50 states of opportunities. We certainly would have done thing differently.