NEW CLIENT CENTER
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!
Employment is an attractive option for many candidates. We work closely with Oral Surgeons at all levels of their professional careers.
A current trend across the U.S. for hospitals is to hire hospital based Oral Surgeons.
Employing can be a winning profitable combination and we have several candidates that fit this profile of practice.
OMS Exclusively uses a systematic approach to recruiting practices for sale to create a win-win for both the buyer and seller.
We assembled a success proven network of solid lenders that understand oral surgery.
We believe the best way to transition a practice is quietly, confidentially and result driven. Experience is everything!
Our Retirement Transition Program is customized to guide you through to your retirement goals. We are here to assist you whether you want to sell your practice, employ an associate or hire an associate as a lead in to a buy-in or buy-out.
We believe the best way to transition a practice is quietly, confidentially and result driven. We specialize in highly personalized and complex retirement transition transactions. Experience is everything!
Don’t find your answer here? Contact us with your question.
How long does it take to recruit an associate to my practice?
There is no simple answer to this question. Even in highly desirable markets, it can take at least six to nine months from the time we start a search until a candidate starts working for a practice. Matters such as licensing, insurance registration, associate bonus periods and, perhaps most importantly, notice requirements for the departing associate all lead to a longer than expected period of recruitment. We try to be candid with our recruiting clients that it can take anywhere from six to fifteen months to find the right associate for their practice.
How does OMS Exclusively go about finding associates for a practice?
We have a data base of every surgeon and resident in the country. We get to know many associates and residents. We know their geographic and practice orientation requirements. We know their general compensation requirements. We do not waste time trying to match practices and associates that are obviously bad fits. We have a long standing reputation of matching the right candidate to the right practice.
How does OMS Exclusively deal with confidentiality in the recruiting process?
We take confidentiality VERY, VERY seriously both for the candidate and the practice. We will not talk to a candidate without him or her signing a confidentiality agreement. Our ads (which are approved by our clients) are drafted with confidentiality in mind so that candidates cannot identify a practice until the confidentiality agreement is signed and the candidate is going thru the vetting process. In addition, we ask the practice before we go live with any marketing if there is any specific information regarding their opportunity or practice that they would prefer to share themselves with any qualified candidates that we present to them, as some information is shared by us during the vetting process. We also never share candidate CV’s or other identifying information with a practice without express permission from the candidate. If a surgeon is already in active practice but looking for a move, the hiring practice is told that the candidate is to be kept strictly confidential.
What is the going compensation rate for young oral surgeons?
There is no one set going rate. The law of supply and demand applies to oral surgery associate salaries. Compensation is going to be lower in “hot” markets such as Seattle, Phoenix, Denver, etc. than less hot markets. Associate compensation is going to be lower in practices that have high growth potential that could lead to the surgeons (both partners and associates hoping to become partners) realizing much higher incomes. On the other hand, practices that have lower profits need to compensate associates at a higher rate to offset the perception of a practice (even if totally unjustified) that is stagnant.
What is the single biggest influence on how the associate recruitment market operates.
Very simply, the amount of student loan debt associates have are coming out of residency. The average resident is carrying between $400,000 to $500,000 in student debt and have an average age of around 33. They need to make a significant income immediately to pay off student loans and to live a comfortable, not extravagant lifestyle. Practice owners that try to lowball associate candidates will find it very difficult to find suitable associates. We are very candid with our practice owners on this point; they need to be realistic about associate compensation; the practice can be highly desirable on a variety of different fronts, but if the compensation offered is not reasonable, candidates will look elsewhere.
“I’ve never spoken to anyone who knows more about the National Oral and Maxillofacial Surgical community. OMS Exclusively has a network that is second to none. With that network they were able to quickly identify the perfect surgeon to buy my practice. I can safely say that without their network and expertise I would not now be enjoying the fruits of my career. Thanks!”
“Words alone cannot express my sincere appreciation for the services OMS Exclusively provided for our family. With the sudden death of my husband they were professional, strong and held my hand thru the whole process. They found a buyer within four days to sell my husband’s practice to and found a couple of surgeons to help out. This was a very difficult time for me and I am so grateful for their kindness and guidance. They will always have a special place in my heart.”