Priyanki Amroliwala on Building a Winning Talent Strategy in Dental Recruitment

In the latest episode of The Dental Economist Show, host Mike Huffaker welcomes Priyanki Amroliwala, Senior Manager of Talent Acquisition at Forty Two North Dental, to explore what’s really going on in dental hiring. From the shortage of talent in rural areas to the growing importance of lifestyle and culture for today’s dental professionals, Priyanki unpacks the challenges and opportunities that dental leaders face. She shares how dental support organizations (DSOs) can adapt quickly, the power of listening to what candidates want, and why the best recruitment strategy starts with understanding people, essential for any Dental Business leader today. Tune in for practical insights into building a practice culture that attracts and keeps top talent, without breaking the bank. If you want to navigate the shifting landscape of dental hiring and build a team that lasts, this is the episode for you!

Recruitment in dentistry has never been easy and the challenges are only growing. In the latest episode of The Dental Economist Show, host Mike Huffaker welcomes Priyanki Amroliwala, Senior Manager of Talent Acquisition at Forty Two North Dental, to explore what really matters when it comes to building and keeping a strong dental team and thriving in the Dental Business landscape.

What You’ll Learn:

Why rural practices offer greater financial opportunity, but still get rejected
How DSOs can lose great candidates through slow decision-making
The biggest red flags Priyanki sees during interviews
Why top dental candidates care more about culture than compensation
The underrated power of listening in the recruiting process
How to hire fewer doctors, but better ones
Why having an open and supportive culture matters more than fancy perks
How dental professionals’ priorities have shifted and what it means for practice owners

Building a sustainable and successful dental team is about listening to your team, moving quickly to hire, and creating a culture of open communication. This episode is a reminder that, in the end, it’s not about the party, it’s about feeling supported on the hard days and having a team you can trust.

[06:29-09:34] The Financial Opportunity vs. Lifestyle Dilemma

Priyanki reveals that rural practices can offer doctors and specialists up to three to four times the earning potential of urban practices, yet they remain difficult to staff. She explains how younger dentists prioritize lifestyle, preferring city life and flexibility over the financial gain of moving to rural areas. This generational shift in priorities means that even great financial incentives aren’t enough to move talent away from urban areas.

[12:00-16:15] Why DSOs Lose Talent and How to Fix It

Priyanki explains how DSOs often miss out on top candidates because of their slow, layered decision-making processes. Unlike private practices that can move quickly and hire in a single meeting, DSOs require multiple approvals that delay offers. Priyanki breaks down how these internal challenges prevent them from moving fast enough in a competitive hiring environment, costing them the best talent.

[20:52-24:54] Culture Over Parties: The Real Driver of Retention

Priyanki explains that dental culture isn’t about big parties or perks, it’s about open communication and feeling heard, especially on tough days. She shares how dental professionals today want to know they have someone to talk to, and why this support matters more than superficial perks. Priyanki emphasizes that a genuine culture of respect and honesty is what keeps dental professionals engaged long-term.

[26:00-29:00] Red Flags in Dental Recruitment

Priyanki shares a revealing story of a candidate who repeatedly criticized their current practice and leadership during the interview process. She highlights why negativity and a lack of respect for colleagues are immediate red flags, no matter how qualified someone might be. Priyanki explains that these attitudes don’t just stay in the interview, they find their way into patient interactions and daily work, damaging morale and culture. She shares how these red flags are part of why she will always prioritize finding the right cultural fit over filling a seat quickly. For Priyanki, it’s better to keep a practice dark than bring in a toxic personality who can ruin the environment for everyone else. This segment shows that even in the competitive world of dental recruitment, character always matters more than credentials.

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