Starting a brand-new dental practice is exciting—but it’s also overwhelming.
There are countless moving pieces to coordinate:
- Construction delays.
- Equipment installation.
- Compliance inspections.
- Marketing and patient acquisition.
And on top of that—you need to build an entire team from scratch.
When Dr. Nguyen decided to open her first clinic just outside of Vancouver, she made a decision early that many new owners overlook:
She chose to outsource recruitment from day one.
Here’s how that decision helped her build a stronger team—and launch her practice months ahead of schedule.
The Challenge: Too Much to Do, Too Little Time
At the outset, Dr. Nguyen was highly organized.
She had:
- A clear vision for her clinic’s patient experience.
- A strong branding plan.
- A projected opening date.
But as real-world realities hit—permit delays, vendor issues, endless decision-making—recruitment kept sliding down the priority list.
She needed to hire:
- 2 dental assistants.
- 1 hygienist.
- 1 office manager.
- 2 front desk coordinators.
And she needed them ready to go before opening day—trained, aligned, and engaged.
Her internal to-do list couldn’t absorb full-cycle recruiting at the quality level she wanted.
And rushing hires just to meet a deadline felt like a recipe for disaster.
That’s when she partnered with Mint Ops and the U R Hired process.
The Mint Ops Solution: Full-Scale Recruitment Support
We treated Dr. Nguyen’s start-up clinic like a launch project—not just a series of one-off hires.
Here’s how we handled it:
1. Clinic Culture Building Before First Hire
We worked with Dr. Nguyen to:
- Define her clinic’s core values (team collaboration, patient-centered care, accountability).
- Set expectations for internal communication, growth mindset, and patient engagement standards.
- Create job profiles that spoke not just to duties—but to how the team would work together.
From day one, hiring was aligned with her long-term vision—not just filling empty chairs.
2. Strategic Sourcing and Pre-Screening
Because timing was critical, we:
- Ran targeted sourcing campaigns across multiple provinces.
- Leveraged passive candidate networks—not just active job seekers.
- Conducted behavioral interviews focused on adaptability, startup energy, and resilience.
Candidates weren’t just technically qualified—they were startup-ready.
3. Structured Working Interviews and Team Formation
Even before the clinic doors officially opened:
- We organized working interviews in a rented operatory space.
- Candidates interacted with each other during trial days—testing real-world communication and collaboration.
- Dr. Nguyen gathered direct feedback after each trial day.
This built early team chemistry—and avoided mismatches before they could happen.
The Result: A Dream Team, Ready for Opening Day
Within eight weeks:
- Dr. Nguyen’s full team was hired, trained, and ready.
- Staff participated in final clinic setup—giving them immediate ownership over the space.
- Patients commented from day one on the team’s friendliness, energy, and seamless collaboration.
Even better:
- Dr. Nguyen’s clinic hit her first quarter revenue targets three months ahead of projections.
- She credits the early success largely to the stability and positivity of her core team.
Dr. Nguyen shared:
“Mint Ops didn’t just help me hire—they helped me build a clinic culture before we even opened. The energy, the teamwork, the patient experience—it all started because we chose the right people from the start.”
Key Takeaways for Start-Up Clinics
✅ Early hiring decisions set the tone for years to come.
✅ Outsourcing recruitment early frees owners to focus on high-value launch priorities.
✅ Building a team intentionally—not reactively—pays off in operational speed, morale, and patient loyalty.
At Mint Ops, U R Hired isn’t just for replacing staff.
It’s for building new visions—from the ground up.
Because the right team at launch doesn’t just support your clinic’s first year.
They define its future.
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