For practices
Recruiting front desk staff.
With us, recruitment doesn’t start with a job advert but with a visit to your practice.
- Candidates
- Usually threeall worth interviewing
- First profiles
- Within a few weeksafter the practice visit
- Guarantee
- One replacementfree of charge if it doesn’t work out during probation
Why this comes up so often.
A front desk vacancy that just won’t fill costs more than you think: waiting time, pressure on the team, and at some point patients too.
The front desk keeps the practice running: the first face, the schedule and often the difficult phone call too. Yet the role is rarely described well in a job advert.
Honestly: we don’t make promises about the total lead time. That depends just as much on your own process — how quickly you schedule interviews, how you build your offer. We are happy to think along on that, because that is often exactly where a good candidate drops out.
How it works.
We visit first
What does this person need to be able to do, how does the day run, and who will the new colleague be working alongside? Without that picture you are just sending CVs back and forth.
Into the network, with purpose
We approach people personally. No advert that turns up everywhere at once — in a small world, that does your name no favours.
A handful of candidates, not a stack
Usually three, all worth interviewing. You conduct the interviews; we guide the process until the signature is in place, and we stay in touch after that.
Also possible.
Front desk staff, other arrangement
Frequently asked questions.
How many candidates will I see?
Usually three. Rather a few people who are all worth interviewing than a stack of CVs for you to wade through. And if the first one is a match straight away, you won’t hear us complain.
Do I have to work with you exclusively?
Yes, for three months. Not to tie you down, but because we invest up front: coming to you, getting to know your practice, approaching people personally. With four agencies calling the same front desk staff, you become the practice that turns up everywhere, and that doesn’t help you. If a candidate contacts you directly during that period, we take it over.
Can it be done discreetly?
Yes. Sometimes you want to look for someone without your team or the practice around the corner knowing. Then we recruit without naming you, and only say who you are once a candidate is serious and you give the go-ahead.
What do you look for in a receptionist?
Experience with scheduling and patient contact, whether someone also does chairside work, and how someone holds up when it gets busy at the desk and on the phone. A generalist matches on keywords; we speak to the people ourselves.
