Adding another person to your dental practice’s payroll can feel like a daunting task. With the cost of living on the rise and salaries for dental staff and hygienists climbing, practice owners often find themselves stuck between a rock and a hard place—whether to keep flying solo or if they can afford to hire dental staff. But sooner or later, you’ll hit that tipping point when you realize you can’t do it all alone.
That’s why you need to get your practice ready before the crunch hits. While you might still be managing every task now, planning ahead and setting aside funds for future staffing needs ensures that you have the money to spend. Let’s look at the key factors you should consider to confidently bring another team member on board.
The Cost of Hiring This 2025
As of writing, dental hygienists earn an average annual salary of $87,963, which breaks down to about $42.29 per hour. The salary range of dental hygienists ranges from $69,500 to $105,999. On the other hand, dental office staff, who handle administrative and support tasks, earn a national average hourly wage of $18.73.
Washington state leads the way with the highest average annual salaries for several dental professions in the United States. Dental hygienists in Washington earn an average of $99,627 per year, which is about 13.3% higher than the national average of $87,963. Similarly, dental office managers in the state take home an average salary of $68,558, surpassing the national average of $60,532 by the same margin.
Dentists in Washington also enjoy higher compensation, averaging $215,170 or roughly 13.3% above the national average of $189,979. If you have practice in Washington, take note of these figures to stay competitive in your rates.
DISCLAIMER: This data from ZipRecruiter and is current as of writing this article. For the latest information, kindly visit their website.
Staffing Needs
Before expanding your team, it’s crucial to determine if your dental practice truly needs additional staff. Look for common signs like longer patient wait times, frequent appointment cancellations, delayed follow-ups, or extended billing periods.
On the clinical side, adding more dental hygienists or assistants can speed up your work and get more clients in a day. Instead of being in charge of cleaning and sanitizing the clinic after a patient, you can delegate this to your assistants while you attend to your patient post-procedure.
Moreover, it might also be beneficial to evaluate your efficiency as a dentist before deciding to hire. Can you adjust your workflow to fit more patients into your schedule without sacrificing quality, or delegate non-essential tasks to make better use of your time? If your workflow is inefficient, it could lead to feeling overworked, which may signal the need for additional support.
Competitive Pricing
When setting your rates, assume you have an office assistant or a dental hygienist, even if you’re the one handling appointment settings or other clinical roles. This approach helps you save up on future hiring. Avoid the temptation to slash your prices just because you’re flying solo; undervaluing your services can hurt your bottom line and make it harder to invest in your practice down the road.
You want to stay competitive in the market without pricing yourself out or leaving money on the table. Research what other local practices are charging and position your rates accordingly, ensuring they reflect the quality and care you provide. By maintaining fair and consistent pricing, you not only attract and retain patients but also build a financial cushion that can support your practice’s growth. This strategic pricing helps you stay ahead of the curve, making it easier to bring on additional staff when the time is right without compromising your practice’s stability.
Payroll Security
Ensuring payroll security is essential for the stability and growth of your dental practice. Aim to have at least six months’ worth of payroll saved up as a financial safety net. This reserve can help you navigate unexpected challenges, such as sudden staff shortages or economic downturns, without disrupting employee payments. Having this cushion gives you peace of mind and maintains trust with your team during tough times.
When planning your hires, focus on building a long-term team rather than filling short-term gaps. High employee turnover can disrupt your practice’s workflow, decrease patient satisfaction, and increase recruitment costs. Additionally, regularly reviewing your budget and offering competitive benefits can also help retain top talent.
Liquidity and Solvency
Maintaining liquidity and solvency is critical for keeping your dental practice financially stable. Before hiring new people, you should first evaluate your finances to ensure there’s enough cash flow to cover daily operations and plan for growth.
Start by tracking how quickly you collect payments from patients and health management organizations—faster collections mean stronger cash flow, which you can reinvest back into the practice. At the same time, pay close attention to your outgoing payments. While delaying bills can help maintain cash reserves, it’s essential to meet deadlines to avoid fees and protect relationships with suppliers.
Another strategy is to negotiate better deals with suppliers to improve your financial position without compromising the quality of supplies. Securing lower-cost yet high-quality supplies reduces overhead and boosts cash flow.
Streamlining your billing processes with technology can further optimize your operations, ensuring steady collections and payment cycles. By focusing on liquidity and solvency, you not only safeguard payroll but also strengthen your practice’s resilience, allowing it to thrive even during challenging periods.
Need Help With Your Dental Hiring in 2025?
Hiring in a dental practice isn’t just about filling a seat—it’s about making sure your team runs smoothly without breaking the bank.
The big question is:
Can your practice afford to hire right now? And if not, what needs to change to get you there?
That’s where Virjee Consulting comes in. We take a hard look at your finances—your budget, cash flow, and compensation structure—to help you hire smart, not just fast. The goal? A financially sound, well-staffed practice that sets you up for long-term success.
Let’s talk about what’s holding you back and map out a plan. Schedule a quick discovery call, and let’s tackle your hiring challenges together.
