Oral surgery hiring software that runs itself.
A turnkey hiring solution for oral and maxillofacial surgery practices and referral-based specialty offices. Post to 100+ job boards in one click, screen for licensure and surgical assisting experience, and keep every applicant in one place instead of three inboxes.
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Camelback Oral SurgeryOral Surgery Practice
Surgical Dental Assistant
StallingDA certifiedCandidates
31ListKanban5,000+ growing businesses hire on AvaHR without a recruiting team.
The top 10% of oral surgery practices hire with AvaHR.
If you want to grow the practice, you have to hire assistants who stay calm through a surgical day. Everything here exists to help you find qualified staff fast, so the OR schedule holds and referring dentists keep sending patients.
One click puts the job on 100+ boards.
Applicants arrive through organic publishing. Write the post once and it is live everywhere surgical assistants and hygienists are actually looking, including the boards you have never heard of that quietly work.
Hit publish.
Watch it go live.
In the time it takes to turn over a suite, the role is live and collecting applicants.
Keep your top candidates in one place.
Notes, tags and status notifications on every applicant. Custom scorecards and ratings so your surgical coordinator and your office manager rate the same things, and a hiring process you shape around how the surgical day actually runs.
- Notes and tags that everyone on the team can see
- Scorecards built for a working interview, not a boardroom
- Status notifications so nobody goes quiet for a week
Search candidatesJSCandidates
31 total · 22 active
Loaded with features, none of which you have to configure.
Review applicant insights for every job posting, so you know which roles are working and which are quietly leaving a surgical suite idle.
Real-time data tracking
Instant visibility into hiring performance, with metrics and dashboards that are current rather than compiled at month end.
Job performance reports
Measure how each posting actually performed, so the next one starts from what worked instead of a guess.
Time-to-hire reports
See how long it takes from posting to hire, and exactly which stage is where people are getting stuck.
The #1 hiring software for small business.
Show them what it is like to work in your practice.
Candidates want to feel connected to their next employer before they apply. Your culture profile tells the story: the surgical suites, the team, the sedation and imaging technology, the reason people stay. Organic search brings surgical assistants straight to it.
Create Profile
PreviewSaveFrom people running practices like yours.
AvaHR has given my oral surgery practice a personality. I was able to create my Culture Profile, and that has helped me in several ways.
Peter B. · Fresno, CAI cannot believe how easy it was to post jobs on my AvaHR account. I built job listings and posted them to all the major job boards in about 30 minutes.
Ernestine F. · Atlanta, GAAvaHR is a great oral surgery recruiting platform. I was always searching for candidates, and it was tough going before this.
Betty A. · Raleigh, NCWith AvaHR I can find the best candidate in no time. Before they came along my hiring process was always too long.
Antoinette B. · Omaha, NEStart from something that already works.
Keyword-optimized job postings rank higher and get seen by more surgical staff. Start from a proven template rather than a blank page.
Job description templates
Ready to post, by role, and written to be read by a clinician.
Browse →Employee handbook
Policy sections you can edit, for a practice without an HR department.
Browse →Hiring checklists
Every step from posting to day one, in the order it has to happen.
Browse →Interview kits
Questions by role, with what a good answer sounds like.
Browse →Oral surgery job description templates.
Four of the roles oral surgery practices hire most, written so applicants know what the day actually looks like.
Everything else in the platform.
100+ free job boards
One publish, every board that matters.
Insights and analytics
Time-to-hire and source reporting that tells you where to spend next.
Text messaging
Reach clinical staff between cases, where they actually reply.
Automated actions
Follow-ups, rejections and reminders that send themselves.
Custom questionnaires
Screening questions that filter before anyone picks up a phone.
Custom hiring pipeline
Stages that match how your practice actually hires.
eSignatures and offers
Offer letters signed from a phone in a parking lot.
Social job sharing
Push the opening to your own channels in one tap.
Employee referrals
Your team brings the team, tracked and paid out automatically.
Four things, one account.
Post jobs
One click sends your opening to Indeed, ZipRecruiter, LinkedIn and 100+ others, with a unique job URL you can text to anyone.
Manage candidates
A modern applicant tracking system that keeps every résumé, note and message on the person rather than in an inbox.
Connect
Your culture profile gives surgical staff a real reason to apply, and organic search brings them to it without ad spend.
Collaborate
Your surgical coordinator, your office manager and your surgeons all weigh in on the same candidate, each with the access their job needs.
Before you post the first job.
Still deciding? A specialist who has set this up for businesses like yours will walk the whole flow with you.
How long does it take to get a surgical assistant role posted?
Minutes. Start from a job description template, adjust the pay range and requirements, and publish. AvaHR formats the post the way each of the 100+ boards expects, including Indeed, ZipRecruiter and the dental and surgical boards assistants actually check.
Can I screen for DAANCE certification and BLS status before I call anyone?
Yes. Knockout questions auto-decline anyone missing a requirement you set, and custom questionnaires ask the rest up front: DAANCE certification, BLS or ACLS status, IV sedation monitoring experience, and whether they have assisted third molar and implant cases. You see the answers on the profile before you pick up the phone.
Do candidates need to create an account to apply?
No. Applying takes under three minutes on a phone with no login, and the résumé is parsed into skills, history and contact details automatically. That matters here, where most applications happen from a phone between cases.
Can my practice manager and lead surgical assistant see candidates too?
Everyone works the same pipeline. Notes, scorecards and @mentions live on the candidate, so nobody double-calls the same person and nobody goes cold because two people each assumed the other had it handled.
Sedation experience is non-negotiable for us. Can I enforce it?
Make it a knockout question. Anyone without sedation monitoring experience is declined automatically, so your call list only holds candidates who can actually work the room.