What New Dentists Should Look for in an Associate Position After Residency
By Gregory P. Dodd, DDS, FAGD
When I took my first job as an associate, I didn’t even know I had applied.
It was 2004, and I was racing through the halls of Columbia University, College of Dental Medicine, when I got a call from a dental office in Saratoga Springs, New York, asking if I could come in for an interview. Confused, I said, “For what?” Turns out, my wife had seen the ad in the New York Times and applied on my behalf. I was so buried in residency that I hadn’t realized we were just weeks away from unemployment, and drowning in student debt.
I was lucky. That unexpected interview turned out to be the start of my career and my first associateship. But most new dentists need more than luck—they need a plan. Choosing your first associate position is one of the most important decisions you’ll make. It shapes your clinical growth, income trajectory, work-life balance, and long-term professional identity.
I hope this article helps to share some insights into all the things I didn’t understand when I was looking for my first position.
Know What You Want
This sounds simple, but most new dentists haven’t taken the time to reflect on what they actually want out of their first job. Do you hope to eventually own a practice? Are you looking for mentorship? High patient volume? A specific location? Flexibility? A stepping-stone or a long-term home?
If you don’t define your goals, you risk choosing a job that doesn’t align with them. And misalignment can lead to burnout, stagnation, or walking away from an otherwise promising opportunity.
Assess Whether the Practice is Truly Ready for an Associate
Many practices advertise for associates before they’re operationally ready. You might walk into an office that lacks a sufficient patient base, treatment rooms, or team support.
Ask direct questions:
- Is this position replacing a doctor or are you looking to add a new schedule?
- How many new patients does the office see monthly?
- How many hygienists, assistants, and operatories will you have access to?
- Are you expected to do hygiene if the schedule has holes?
Ideally, there should be 1.5 – 2.0 hygienists per dentist; less isn’t productive, more gets counterproductive for ideal treatment planning. If a practice isn’t generating at least 25–35 new patients per month per doctor — or can’t answer these questions confidently — it may not be ready to support an associate.
Clarify Compensation—Structure Matters
You need to understand not just what you’ll be paid, but how you’ll be paid.
Common Models:
- Flat salary offers stability, especially for new graduates, those moving, or worried about filling the schedule. But may undervalue high producers, especially if you don’t have a path to renegotiate.
- Percentage of collections or production (typically 25–35%) is common, but you must clarify:
- Is it collections or production-based?
- What’s the average collection rate for the office?
- Are lab fees deducted?
- Who gets credit for hygiene exams?
- Daily/minimum guarantees Can be the best of both worlds. Understand the difference between a guarantee and a draw. Be sure it’s not a cap disguised as generosity.
Ask for actual numbers: “What did your last associate earn in their first year?” If they won’t share, that’s a red flag.
Ask About Lab Fees and Clinical Autonomy
Some offices deduct full lab fees from associate pay. If you’re earning 33% of collections, that means you’re covering one-third of the lab bill, which can add up quickly in cosmetic or prosthetic cases.
Ask:
- Are lab fees deducted? If so, how are they split?
- Do I have input on which labs we use?
- Will I have autonomy over material choices, techniques, and labs?
You’ll want a balance between practice-wide efficiency and your own clinical judgment.
Evaluate Culture and Philosophy
It’s easy to ask about pay and production. It’s harder—but more important—to understand the office culture.
Does the team seem happy? How long have associates and team members stayed? What does mentorship look like in practice, not just in promises? Are you expected to be a high-volume provider or a relationship-based clinician?
Culture isn’t right or wrong—but it must be right for you.
One of my pet peeves is when a candidate comes in knowing nothing about our practice—hasn’t even looked at our website or social media. Culture is everything. At minimum, you should familiarize yourself with the office website and online reviews for where you’re interviewing. Showing up unprepared is a lack of respect for the practice and the owner. You’re not just getting a job; you’re joining a community, be prepared.
Don’t Be Pressured into Doing Procedures You’re Not Ready For
Many young dentists report being hired under the assumption they’ll do molar endodontics, third molar extractions, or implants — procedures in which they are familiar but not properly trained.
Be honest about your capabilities. Ask:
- What procedures are referred out?
- Will I be expected to take on any procedures you currently don’t perform in-house?
It’s incredibly common, as a young dentist, to be brought into an office specifically to handle the procedures that are typically referred out to a specialist. Don’t ever feel pressured to take on procedures beyond your scope. Similarly, don’t overpromise in the interview. Don’t claim to be an expert at placing implants or taking out wisdom teeth and underdeliver once hired. Be upfront and honest from the beginning, and you can’t go wrong.
Mentorship and Continuing Education
“Mentorship available” is often promised—and rarely defined.
Ask:
- Will I be shadowing at first?
- Is there time set aside for case review or coaching?
- Will CE be supported financially or with time off?
- Is the office affiliated with any post-graduate CE programs, like Spear, Kois or Dawson
You want more than just someone to bail you out when you’re in over your head. Look for structured guidance, not just availability.
Understand Malpractice Coverage—and Use It
Many new dentists sign contracts without fully understanding their malpractice insurance.
Know whether your coverage is:
- Occurrence-based: covers you forever for incidents during your employment
- Claims-made: cheaper, but requires tail coverage when you leave a job
Tail policies can cost 1.5 to 2 times your annual premium. Always clarify who pays, owner or associate.
Your malpractice provider should also offer:
- Risk management programs
- Hotline access to legal advice
- Help with board complaints and documentation guidance
Pro tip: Don’t be afraid to use your carrier. Companies like MLMIC offer incredible support. Use it early, not just when something goes wrong. Good liability companies are partners; they are an important part of your success when you feel like you have no one else to turn to for advice.
Read the Non-Compete Closely
Most contracts include restrictive covenants (non-competes). These can limit where and how you practice after you leave a practice.
Reasonable terms might include:
- 5–10-mile radius
- 1–2-year duration
- Dental-only restriction
- Limited monetary penalty
Have all contracts reviewed by a dental-specific attorney before signing. Even if non-competes are hard to enforce in your state, they can still be used as leverage in disputes.
Benefits Are Evolving—Ask Anyway
Paid time off, health insurance, retirement contributions and CE stipends are becoming more common, but they’re not guaranteed, especially in private practice. DSOs tend to offer more in the way of perks, specifically paid time off, but recent studies still show that less than 20% of all dentists receive such benefits.
Ask:
- Is vacation time paid?
- Is there a 401(k)?
- Are license, DEA, or CE expenses reimbursed?
- Is malpractice included, and what type?
Don’t assume. Ask and negotiate. If paid vacation time is a must-have for you, be upfront in your interview. While some general practices initially might balk at the idea, if you are a good candidate with a strong negotiating position, make your case, and you may be happy with the result.
Be a Professional During the Interview
Do your homework. Know who you’re meeting and what they’re about. Dress professionally, show up early, and treat every team member with respect.
Remember:
- It’s not about just getting the job. It’s about choosing the right job for you specifically.
- Always ask to shadow if possible. You’ll learn more in one day observing than you will from any interview.
And please — don’t ignore the office manager. I always include someone from my leadership team in interviews. If a candidate can’t even acknowledge them, it tells me all I need to know about how they will treat the staff once they are a provider.
Surround Yourself with the Right Advisors
Finally, find experts who specialize in dentistry. You need:
- A dental attorney to review contracts
- A dental CPA to explain compensation and tax implications
- A financial planner who understands loan repayment, life and disability insurance
- Don’t think you need life insurance or disability insurance? Remember, that most banks will want you to guarantee larger practice loans with insurance in case you die or become incapacitated. So, get those policies early while you are young and don’t pose any red flags that will allow companies to deny you.
- A malpractice provider like MLMIC that offers not just protection, but education and support
You’ll never regret investing in the right team early.
Final Thoughts
Your first job will shape how you practice, how you grow, and how you see this profession. Take your time. Ask questions. And don’t be afraid to walk away if something doesn’t feel right.
The best practices don’t just offer a paycheck—they offer a pathway to the kind of dentist you want to become.
I didn’t know what I was looking for in 2004. But I was lucky enough to find a practice that gave me support, freedom, and room to grow. Two decades later, I still love what I do.
I hope you find the same.
Good Luck
This document is for general purposes only and should not be construed as medical, dental or legal advice. This document is not comprehensive and does not cover all possible factual circumstances. Because the facts applicable to your situation may vary, or the laws applicable in your jurisdiction may differ, please contact your attorney or other professional advisors for any questions related to legal, medical, dental or professional obligations, the applicable state or federal laws or other professional questions.
Sources:
- American Dental Association – Health Policy Institute.
Workforce – Dental Statistics.
— Provides data on the percentage of dentists receiving health insurance (22%) and retirement benefits (40%). - MLMIC Insurance Company.
Malpractice Insurance for Dentists.
— Discussed as a trusted source for dental liability insurance, particularly for new dentists, with added emphasis on risk management education and occurrence coverage.
About the Author
Gregory P. Dodd, DDS, FAGD
Dr. Gregory Dodd is the owner of one of New York State’s largest privately held dental practices, with nine locations specializing in cosmetic, implant, and reconstructive dentistry. A graduate of Gettysburg College and Columbia University’s College of Dental Medicine, he completed an AEGD and postdoctoral implant certification at Columbia University and later earned his Fellowship in the Academy of General Dentistry.
Before entering private practice, Dr. Dodd was a Senior Scientist at Block Drug Company, where he earned multiple U.S. patents related to tooth sensitivity, stabilized fluoride compounds and remineralization. His research contributed directly to the launch of products such as Sensodyne (and Sensodyne Duo in Europe), Pronamel and Vision — the first prescription-strength stannous fluoride toothpaste.
Dr. Dodd is a dedicated mentor, study club leader, and advocate for continuing education. He has been the team dentist for hockey teams associated with the Philadelphia Flyers, Ottawa Senators and currently, the NJ Devils. He serves on MLMIC’s Dental Advisory Board and lectures regularly on topics including esthetics, advanced prosthetics, risk management, and career development. He was honored with the CDPHP/NYRA’s Hometown Hero Award for his service during the COVID-19 pandemic.
Outside the office, he treasures time with his family — his wife, Vicki (a writer and publisher), daughter, Kelsey (an acclaimed vocalist studying at the Boston Conservatory), two dogs, two cats, and a guinea pig.
