Dr. Martin’s dental clinic in rural Saskatchewan had everything going for it:
- A strong patient base.
- Plans to expand operating hours.
- A loyal, hardworking team.
There was just one problem:
They couldn’t find a second hygienist.
And without that second hygienist, their expansion plans—and their team’s morale—were quickly unraveling.
Dr. Martin’s leadership team had tried everything internally.
After four months of unsuccessful internal recruiting, he realized he needed a different solution.
That’s when he called Mint Ops and engaged the U R Hired process.
The Challenge: Internal Hiring Hit a Wall
Dr. Martin’s office manager had managed previous hires successfully:
- Posting on local job boards.
- Reaching out to nearby dental hygiene programs.
- Asking for staff referrals.
But this time, the market had shifted:
- Fewer hygienists were willing to relocate to rural areas.
- The best candidates were being snapped up quickly by city practices offering big signing bonuses.
- Local ads only generated unqualified or uninterested applicants.
Meanwhile:
- Patients were being rescheduled weeks out.
- Remaining hygienists were stretched thin and starting to show signs of burnout.
- Expansion plans to add two more treatment days per week were indefinitely delayed.
The internal process wasn’t failing because of lack of effort.
It was failing because the local market couldn’t meet the clinic’s needs.
The Mint Ops Solution: Expanding the Search, Elevating the Strategy
Here’s how we helped Dr. Martin turn things around:
1. National Candidate Sourcing
Rather than posting the same ad locally and hoping for better results, we activated our national network of dental professionals:
- Targeting hygienists interested in rural lifestyles and slower paces of life.
- Highlighting the clinic’s close-knit team, affordable living, and quality of life advantages.
This opened up a candidate pool far beyond what Dr. Martin could access alone.
2. Reframing the Opportunity
Instead of advertising only job duties, we repositioned the opportunity around:
- Lifestyle (affordable housing, outdoor recreation).
- Career growth (more autonomy, leadership potential).
- Community belonging (patients who value relationship-based care).
We spoke to what candidates were looking for—not just what the clinic needed.
3. Behavioral Screening and Pre-Qualified Submissions
Every candidate we presented had already been screened for:
- Technical competency.
- Cultural alignment with Dr. Martin’s clinic (team-first attitude, adaptability, warmth).
- Willingness and readiness to relocate.
By the time candidates reached Dr. Martin’s inbox, they weren’t just interested—they were excited about the opportunity.
The Result: From Stalled Growth to Full Speed Ahead
Within four weeks:
- Dr. Martin had three fully qualified, pre-screened hygienists to choose from.
- After two working interviews, he made an offer to Jenna—a talented hygienist from Ontario looking for a lifestyle change.
Six months later:
- Jenna has fully integrated into the team.
- Patient recall rates have improved by 15%.
- Staff morale is higher than it’s been in years.
- Expansion plans are back on track—two additional treatment days were added within three months of Jenna’s start.
Dr. Martin told us:
“The difference was night and day. Mint Ops didn’t just help us find someone—they helped us find someone who belongs here. I wish I had called them four months earlier.”
Key Takeaways for Clinics in Hard-to-Hire Markets
✅ Internal hiring works—until it doesn’t.
✅ Strategic outsourcing expands your reach, elevates your brand, and saves critical time.
✅ Reframing the opportunity—not just reposting the job—attracts the right candidates.
At Mint Ops, U R Hired is about finding people who don’t just fill your open roles—but fuel your clinic’s next phase of growth.
Because in today’s market, the right teammate isn’t always across town.
Sometimes they’re across the country—and you need experts who know how to reach them.
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