How Mint Ops Makes Outsourced Hiring Feel Seamless—and Smarter 

For many dental clinics—and even DSOs—outsourcing recruitment can feel intimidating at first. 

Common fears sound like: 

“Will they understand our clinic culture?” 
“Will they just throw resumes at us and hope something sticks?” 
“Will this actually save time—or just create more work for us?” 

At Mint Ops, we built our U R Hired process specifically to eliminate those concerns. 
Because recruitment shouldn’t feel like handing over control—it should feel like gaining a strategic partner who’s just as invested in your clinic’s future as you are. 

Here’s how we make outsourced hiring seamless, smarter, and genuinely easier for our clients across Canada. 

1. We Act as an Extension of Your Team—Not an Outsider 

Before we post a job or screen a single resume, we start with deep discovery: 

• Understanding your clinic’s mission, patient care style, and team dynamics. 

• Identifying the values and soft skills that make someone succeed with you—not just the technical checklist. 

• Learning what hasn’t worked before, so we don’t repeat the same hiring mistakes. 

We don’t operate in a vacuum. 
We recruit with your voice, your brand, and your best interests in mind. 

You don’t lose control—you gain a second brain focused entirely on finding the right person, the right way. 

2. We Save You Over 50% of the Time Normally Spent on Hiring 

Hiring internally, most clinics spend: 

• 10–20 hours just screening resumes. 

• Another 10+ hours coordinating and conducting interviews. 

• Even more time managing working interviews, reference checks, and onboarding prep. 

Meanwhile, patients still need care. The team still needs leadership. Production still needs attention. 

When Mint Ops manages the process: 

• You only meet pre-screened, culture-aligned candidates. 

• We coordinate working interviews around your real-world schedules. 

• We deliver reference-checked candidates ready for decision-making. 

You invest a few focused hours— not dozens of scattered, stressful ones. 

3. Our Screening Process Looks Beyond the Resume 

Most agencies (and unfortunately many internal recruiters) still focus heavily on: 

• Years of experience. 

• Software familiarity. 

• Basic references. 

At Mint Ops, we go further: 

• Behavioral Interviewing: Real-world scenario discussions that reveal emotional intelligence, resilience, and communication styles. 

• Culture Alignment Checks: We compare candidate behaviors and motivations against your team dynamics—not against a generic “ideal.” 

• Team Collaboration Forecasting: We assess how candidates will likely integrate with your staff—before you even meet them. 

Because hiring the wrong personality costs more than hiring the wrong skill set. 

Our method increases long-term placement success dramatically—over 90% of U R Hired placements are still thriving after 12 months. 

4. Our National Reach Gives You Better Options—Faster 

Local ad posts only reach active job seekers nearby. 

Mint Ops taps into: 

• National dental professional networks. 

• Candidates open to relocation for the right opportunity. 

• Passive candidates (top performers not actively job hunting but open to the right move). 

You get access to a better talent pool—one your competitors probably aren’t even reaching. 

And because we already know how to handle relocation support, licensing transfers, and provincial certification assistance, we make onboarding smoother for both you and the candidate. 

5. We Focus on Long-Term Success, Not Just a Quick Placement 

Our goal isn’t to “fill the role.” 
It’s to place a long-term team member who: 

• Strengthens your clinic culture. 

• Supports operational excellence. 

• Grows with your practice—not just stays until a better offer appears. 

We stay engaged even after the hire: 

• Checking in on satisfaction. 

• Helping navigate early onboarding challenges if needed. 

• Protecting your investment by ensuring alignment, not just employment. 

Because recruitment isn’t the finish line. 
It’s the starting line for the next phase of your clinic’s success. 

Real Example: Seamless Success in Action 

One client—a mid-sized clinic in Alberta—came to us after spending four months unsuccessfully trying to replace a hygienist internally. 

Within 30 days of partnering with Mint Ops: 

• They had three pre-screened, fully aligned candidates. 

• They made an offer after only two working interviews. 

• The new hire not only filled the position—but helped boost patient recall rates within six months. 

Their leadership team said: 

“We should have outsourced sooner. Mint Ops made it easy, professional, and successful—without us feeling like we lost control of the process.” 

Final Thoughts: Outsourcing Doesn’t Mean Losing Control—It Means Gaining Clarity 

When you outsource recruitment smartly, you don’t just save time. 
You make better decisions. 
You build stronger teams. 
You create a more stable, scalable clinic environment. 

At Mint Ops, U R Hired isn’t just about staffing. 
It’s about strategic growth—powered by the right people. 

If you’re ready to make your next hire easier, smarter, and more successful—we’re ready to be the partner that gets you there.