AI-powered hiring software for dental sourcing.
Source licensed dentists, hygienists, & assistants who aren’t applying.
Screen every front office applicant who is.
Puck builds licensed candidate lists from state dental licensing records for hard-to-fill roles, while its AI Recruiter screens high-volume front desk applicants by phone.
Dental hiring has two problems, and they’re opposites
Nobody applies to the licensed roles:
Only 60% of dentists say they have enough hygienists on staff (ADA Health Policy Institute, 2026). The rest are competing for a list of names they don’t have… and the hygienists on that list are getting called by everyone.
Everybody applies to the front office:
One front office posting can bring in 250 applications. Your recruiters are calling through them one at a time, and the good ones took another offer before you could even connect.
Most tools solve one of these.
Puck was built for both.
Trusted by leading talent teams
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How to hire dentists, hygienists, and assistants when nobody applies
Stop waiting for applications. The people you want aren’t refreshing job boards, so Puck sources them from state license records and reaches out by email.
Records straight from the board
Puck builds candidate lists from state dental licensing records for hygienists, assistants, and dentists. We append verified contact info on top of it.
Search by commute, not by state
Set a ZIP code radius for each office. A 5-mile radius in a dense metro and a 30-mile radius in a rural market are both one adjustment. Every location gets its own list.
Automated outreach from your recruiters
Connect email for drip campaigns to send as your recruiters. The sequence stops when someone writes back. All you do is open your inbox to interested candidates.
Built for how DSOs actually operate
Every location configured separately.
Different requirements, different schedules, different languages, different commute ranges. Set once per location, not once per company.
Works with the ATS you have, or use our own.
Puck integrates with Greenhouse, Lever, Ashby, Workday, iCIMS, and Pinpoint. It also runs standalone — drop a link into the auto-response email your applicants already get, and screening starts without an integration project.
If your office doesn't have an ATS yet, we offer a Lightweight ATS that lives in the same ecosystem as all our products.
Local phone numbers.
Screening calls come from numbers in the area code you choose, so candidates recognize the region.
Our AI calls every treatment coordinator & front office applicant, whenever they're ready
A text, a reply, and a phone call
Applicants get a text. They reply yes when they are ready, and the AI Recruiter calls them. No app, no login, no camera, no scheduling link, and no one-way video to record. That matters for a workforce that's chairside all day and job hunting at 8pm after dinner.
Live follow-ups, not a script
Our conversational AI reacts in real time to the answers candidates give, and it asks follow-ups when replies are too brief. The AI gets the answer behind the answer, running interviews how a real recruiter would.
Ask what disqualifies people
Insurance verification experience. PPO and Medicaid scenarios. Saturday and evening availability. Compensation range. Bilingual, where your patient base calls for it. All questions and evaluation categories are set per role for specific location needs.
The AI scores, your team decides
You get the transcript, recording, and an evaluation of where the candidate was strong and weak. All within minutes. These sync with your ATS, or live in Puck if you haven't integrated one. Every score shows its reasoning. Correct a score and the system adjusts to your bar. Puck never auto-rejects anyone.
Interview in 33+ languages
The AI Recruiter can conduct the screen in Spanish or any of the other languages we support. Using Puck, Vivrelle cut phone screening time 88% and saved 140 recruiter hours across their first twelve roles. Review time went from about 30 minutes per call to about 3.
Give candidates a clear reason to pick you
Every DSO offers roughly the same wage. What's different is the team.
Puck records short audio stories from your actual employees and puts them on your career site, job pages, and recruiter outreach. Thyme Care used them to speed up time-to-hire by 35%, while increasing candidate quality.
One genuine conversation can get a candidate invested in your team. Listen below to an example from Tend.
How to begin? Start on one role
Pick a hard-to-fill hygienist opening and a high-volume front office posting. Run sourcing on one, AI Recruiter screenings on the other.
No ATS integration required to begin.
You'll be screening candidates within two weeks. Pilots typically run 4 to 6 months so you have enough completed hires to judge the results.
Book a demo with us and we can talk through personalized hiring solutions to fill your dental needs.
Frequently asked questions
Where does the candidate data come from?
State dental licensing boards, with verified contact information appended from public records.
Do we need to replace our ATS?
No. Puck integrates with Greenhouse, Lever, Ashby, Workday, iCIMS, and Pinpoint — and runs alongside whatever you have.
Can we text candidates?
Yes, once they've applied. Screening invitations and reminders go out by text, which is where the completion rates come from. Sourced candidates who haven't applied get email instead — automated texting requires prior consent, and an application counts as consent.
Do candidates text back and forth with Puck?
No. Puck handles the invitation and the reminders. When a candidate replies or expresses interest, the conversation goes to your recruiter — replies to sourcing campaigns land in their inbox directly.
What about unlicensed roles like front office?
Sourcing today is strongest on licensed roles. Front office and admin roles are where the screening product does the heavy lifting, since those postings get the volume.
How do you hire a dental assistant faster?
Source the ones who aren't applying, and use the AI Recruiter to screen the ones who are. Puck does both from one candidate record.
Does AI make the hiring decision?
No. Puck scores and summarizes. Your team decides, every time.
Recruit people at scale without adding headcount
High-volume hiring shouldn't require hiring more recruiters.
Puck helps recruiting teams automate repetitive work, identify qualified candidates faster, and deliver a better experience from first application to final offer.
Whether you're preparing for seasonal hiring, expanding into new markets, or managing ongoing high-volume recruiting, Puck gives your team the tools to scale confidently while keeping people at the center of every hiring decision.