How to hire a board certified orthodontist

How to hire a board certified orthodontist, step by step

Here's a step-by-step board certified orthodontist hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a board certified orthodontist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new board certified orthodontist
• Step 8: Go through the hiring process checklist

What does a board certified orthodontist do?

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1. Identify your hiring needs

   The board certified orthodontist hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect board certified orthodontist also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of board certified orthodontists.

   Type of Board Certified Orthodontist	Description	Hourly rate
   Board Certified Orthodontist	Dentists diagnose and treat problems with patients’ teeth, gums, and related parts of the mouth. They provide advice and instruction on taking care of the teeth and gums and on diet choices that affect oral health.	$62-171
   Orthodontist	An orthodontist is responsible for evaluating the dental records, including x-ray and surgery results of a patient, administering medications to treat dental issues and avoid further health complications. Orthodontists perform adjustments on the patients' dental condition, including teeth improvement procedures, by utilizing dental equipment and tools for operations... Show more	$58-183

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Rehabilitation
   • EMR
   • Patient Care
   • Internal Medicine
   • Board Certification
   • Private Practice
   • Primary Care
   • Pediatrics
   • Thyroid
   • Nursing Home
   • Diabetes
   • DME
   • Practice Management

   Check all skills

   Responsibilities:

   • Manage Invisalign treatments and procedures.
   • Implement various techniques, including EMDR and the MBTI, to help clients resolve issues
   • Provide pastoral/spiritual care to patients and/or families under direction of mentoring chaplains during training.
   • Work alongside physicians to provide a holistic care to patients and participates in various interdisciplinary meetings.
   • Care for chronic conditions include hypertension, hyperlipidemia, diabetes, thyroid conditions and depression/anxiety among many other common conditions.
   • Use of family systems theory, CBT, DBT, and solution focuse treatment models

   More board certified orthodontist duties

3. Make a budget

   Including a salary range in your board certified orthodontist job description is a great way to entice the best and brightest candidates. A board certified orthodontist salary can vary based on several factors:

   • Location. For example, board certified orthodontists' average salary in hawaii is 42% less than in alaska.
   • Seniority. Entry-level board certified orthodontists earn 63% less than senior-level board certified orthodontists.
   • Certifications. A board certified orthodontist with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a board certified orthodontist's salary.

   Average board certified orthodontist salary

   $217,108yearly

   $104.38 hourly rate

   ---

   Entry-level board certified orthodontist salary

   $131,000 yearly salary

   Updated December 17, 2025

   Average board certified orthodontist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$273,617	$132
   2	Washington	$248,025	$119
   3	Arizona	$235,988	$113
   4	New Hampshire	$234,974	$113
   5	Oregon	$227,283	$109
   6	Nevada	$222,036	$107
   7	Colorado	$218,027	$105
   8	Indiana	$209,964	$101
   9	Georgia	$205,336	$99
   10	Minnesota	$196,163	$94
   11	Texas	$194,356	$93
   12	New York	$192,760	$93
   13	Florida	$187,300	$90
   14	Maryland	$183,861	$88
   15	South Carolina	$178,916	$86
   16	Illinois	$175,049	$84
   17	New Jersey	$166,491	$80

   Average board certified orthodontist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Alameda Health System	$280,098	$134.66	8
   2	ProCare Therapy	$240,116	$115.44
   3	Highland General Hospital	$224,974	$108.16
   4	ALS, LLC	$224,440	$107.90
   5	BayCare Health System	$224,068	$107.72	2
   6	Aledade	$223,394	$107.40
   7	Montrose Memorial Hospital	$221,973	$106.72
   8	Rarebreed Veterinary Partners	$220,155	$105.84	1
   9	Southern Veterinary Partners	$219,716	$105.63
   10	Northwell Health	$219,428	$105.49	11
   11	Integrity Locums	$218,943	$105.26
   12	Select Medical	$217,117	$104.38	74
   13	Colorado Center For Reproductive Medicine	$217,086	$104.37
   14	Park Center	$214,379	$103.07
   15	National Medical Association	$211,671	$101.76
   16	Soliant	$210,296	$101.10
   17	Parkview Health	$200,549	$96.42
   18	Montefiore Mount Vernon Hospital	$200,142	$96.22	2
   19	icon Mechanical	$199,314	$95.82
   20	Charter Schools USA	$197,300	$94.86

4. Writing a board certified orthodontist job description

   A good board certified orthodontist job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a board certified orthodontist job description:

   Board certified orthodontist job description example

   Sanford federal is looking for a competent Candidate to provide part time Anesthesiology services to Manhattan and Kirby Forensic Psychiatric Centers’ patients. Part time hours will be agreed upon by the facility and the candidate.
   The Anesthesiologist’s responsibilities include, but are not limited to:
   1. Performing a pre-procedure assessment of the patient to evaluate the risk to anesthesia to the procedure to be performed
   2. Discussing the anesthesia with the patient, referring physician and explain the administration procedure
   3. Initiating intravenous access
   4. Administering short-acting induction agents and muscle relaxants in accordance with generally accepted standards of medical practice.
   5. Choosing suitable induction agents to ensure adequate seizures and be able to manage prolonged seizures.
   6. Monitoring cardiopulmonary function and patient’s condition throughout the procedure
   7. Working in conjunction with the proceduralist (ECT psychiatrist) during the procedure
   8. Managing acute adverse events, including defibrillation, pacing, as indicated by ACLS protocols
   9. Managing the airway. The anesthesiologist, in providing airway management, should include:
   a. Verification that required equipment is properly functioning and that necessary supplies for resuscitation are available.
   b. Determine the ability to provide adequate ventilation prior to the administration of muscle relaxant
   c. Providing oxygenation/ensuring ventilation using positive pressure ventilation until spontaneous respirations resume
   d. Ensuring protection of teeth and other oral structures, unless contraindicated
   e. Ensuring supplemental oxygen is available in the post-anesthesia area and being immediately available throughout post-anesthesia/recovery room period
   10. Inserting mouth guard/bite block
   11. Accompanying patient to the recovery room and report the status of the patient to the recovery room RN
   12. Determining when the patient meets discharge criteria from recovery room and discharges the patient
   13. Being alert to signs and symptoms of respiratory and cardiac emergencies and responds appropriately
   NOTE: Anesthesiologist MUST maintain current and complete documentation in the medical record that reflects accurate care and service
   Prior to the initiation of a course of ECT, the anesthesiologist shall conduct a pre-anesthesia evaluation. The anesthesiologist will review the mandatory pre-ECT physical examination, laboratory data and determine if the patient is an acceptable risk for general anesthesia prior to the patient’s first treatment, in addition to each subsequent treatment session. This includes evaluation of the patient’s heart, lungs and airway prior to the initiation of any anesthesia. The results of these evaluations will be documented on the anesthesia record. Anesthesiologist must be Board Certified by the American Board of Anesthesiology with at least 5 years’ experience providing anesthesia for ECT.
   Anesthesiologist must be highly experienced in ECT and to be able to choose appropriate induction agents and adjuvants to ensure adequate seizures for patients in whom adequate seizures difficult to attain.
   Anesthesiologist must have ability to manage patients with a variety of psychiatric illnesses that may manifest with aggression; and be basically comfortable with potentially aggressive/violent patients.
   Anesthesiologist must have experience administering anesthesia to both CIVIL and FORENSIC patients; and patients who are being treated under a TOO (Treatment Over Objection) since all of these difficult patients come to the ECT Suite.
   Anesthesiologist must meet the NY State/OMH requirements with respect to immunizations. Anesthesiologists are required to have a current Tuberculin Skin Test (PPD). If positive, then evidence of a negative chest x-ray with 6 months of assignment must be provided. A Tine Test will not be accepted. A rubella and rubeola hepatitis immunization or titer will be required.
   Anesthesiologist must be board certified. Anesthesiologist shall adhere to all requirements, regulations, and ethical practices, standards and licensing requirements. Powered by JazzHR El9uIwUq18

   Copy this example

   

5. Post your job

   To find the right board certified orthodontist for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with board certified orthodontists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit board certified orthodontists who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   To find board certified orthodontist candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post your job on free job posting websites.

6. Interview candidates

   Your first interview with board certified orthodontist candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new board certified orthodontist

   Once you've decided on a perfect board certified orthodontist candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new board certified orthodontist first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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