Services / Recruit to Execute
Growth Hiring
Recruit to Execute
Your foundation is solid. Your next hire will either protect it or erode it. This is how you make sure it's the first one.
I run your front office hiring from job post to the 90-day mark. You approve the hire; I handle recruiting, screening, interviews, the offer, the paperwork, and structured training built on your standards.
- Job PostingWritten, posted, and screened
- OnboardingOffer, paperwork, and software setup
- 90-Day PlanAccountability at 30, 60, and 90 days
This is for you if…
Recruit to Execute is for the well-run practice that's growing, replacing, or restructuring its front desk team, and wants the new person to learn the standard you've built, not the shortcuts.
- You're adding a front desk role, or replacing someone who's leaving.
- Your systems are documented and your existing team runs independently.
- You don't have hours to write listings, screen resumes, and sit in interviews.
- Your last hire didn't stick, and you're tired of training from scratch.
You approve the hire. I handle everything else.
I manage the full hiring and onboarding cycle, from the job listing to the 90-day milestone. You stay in the loop at the points that matter, and you make the final call.
Your new hire is trained on your practice's documented processes from day one, so they learn your standards first instead of picking up whatever habits are already in the room.
- Candidates vetted for youThree rounds before anyone reaches your calendar
- Paperwork handledOffer, documentation, handbook, software setup
- Accountability to day 90Documented check-ins at 30, 60, and 90 days
From job post to day 90
- Step 1
Recruiting
Job listing written and posted; applicant volume monitored, with the listing adjusted as needed.
- Step 2
Three-round screening
Resume review and shortlist, phone screens, then final interviews with or without you in the room.
- Step 3
Offer and onboarding
Offer letter, new hire documentation, handbook signatures, and setup in your practice management software.
- Step 4
30-60-90 day training plan
Structured training built on your practice's documented processes, not a generic onboarding checklist.
- Step 5
Milestone check-ins
Documented progress reviews at 30, 60, and 90 days, with a clear escalation plan if performance issues show up early.
What a hire that doesn't stick really costs
Between recruiting, lost productivity, and retraining, replacing a dental front desk employee averages $8,000 to $15,000. Recruit to Execute is the difference between a hire who trains down to the lowest standard in the room and one who learns your practice's standards from day one.
Average cost to replace one front desk employee
$8,000 to $15,000 per replacement
- Recruiting
- Lost productivity
- Retraining
Jadyn was able to come into my business and help me when I needed it most. My front office now runs more efficiently and accurately than ever before. We hired two new front office staff members, and she fully trained them. The peace of mind and reassurance that comes from having someone who understands your business and takes care of things alongside you is invaluable.
Other ways we can work together
Make your next hire the one that stays
Book a free 30-minute discovery call. Tell me about the role, your team, and your timeline, and we'll figure out if Recruit to Execute is the right fit. No pitch; just a real conversation.
Or email info@birdseyedbm.com