At Arthur | Marshall, we believe the right hire can transform a practice—not just by boosting revenue, but by enhancing patient experiences, team morale, and long-term growth. We've seen it happen firsthand. And behind every successful placement is a story, a strategy, and a team that truly listens.

We’re not your average recruitment firm. We’re your partner. That means going deeper, asking better questions, and walking beside you every step of the way. We’re here to share what makes our process different—and why, in today’s market, having a tailored recruitment strategy is more important than ever.

Meet the Team Behind the Talent

When you work with us, you’re not working with just another recruiter. You’re working with experienced professionals who care deeply about what they do—and who they do it for.

Take Lisa Wagner, our Vice President of Partner Success. With over 22 years in the industry and a career built on relationships, Lisa brings a deep understanding of what it takes to connect the right provider with the right practice. Her mission? “At the end of the day, it’s about bringing quality healthcare to communities—so people don’t have to drive two hours just to see a good provider.”

Mary Kelly, a recruitment consultant here at Arthur Marshall, echoes that passion. Her background spans 15 years in physician recruitment, and now she brings her expertise to the dental and veterinary sectors. “My favorite thing in the entire universe is fixing problems,” she says. “And I get to do that every day by helping people.”

The Current Recruitment Landscape: Challenges Practices Face

If you're a dental or veterinary practice owner today, you already know this: the talent market is tight. We’re in the middle of a growing candidate shortage—and it's not going away anytime soon. By 2030, the U.S. is projected to be short over 37,000 dentists. That doesn’t even account for hygienists, specialists, or veterinary professionals.

It’s a perfect storm. More providers are retiring, fewer are entering the workforce, and demand for care is only increasing. Practices in rural or underserved areas feel this most acutely—but truthfully, it’s happening everywhere.

This shortage creates a ripple effect. Your front office gets stretched thin. Patients wait longer. Production slows. Morale suffers.

But here’s the thing: while the problem is complex, the solution doesn’t have to be. That’s where we come in.

What Makes Arthur | Marshall Different

When it comes to recruitment, not all firms are created equal. You’ll find plenty of companies willing to send you a stack of resumes and wish you luck. That’s not us.

We take a different approach—one that’s high-touch, deeply consultative, and built on real relationships.

We start by getting to know your practice. Really know it. Through our on-site visit analysis, we sit down with your entire team—doctors, hygienists, assistants, front desk. We ask questions. We observe. We understand not just your clinical needs, but your practice culture, leadership style, workflow, and patient experience.

We’re not just filling a role, we’re helping you build something sustainable. A provider who fits your practice long-term. 

We operate like an extension of your business. That’s what makes us different.

Educating Our Clients for Long-Term Success

Sometimes, the biggest challenge isn’t just finding the right candidate—it’s aligning expectations around what’s realistic in today’s market. That’s why education is such a key part of what we do.

When a practice tells us, “We need someone yesterday,” we gently explain that the best time to start was six months ago, and the second-best time is now. Our team provides real-time market data so you know what to expect when it comes to timelines, compensation, and candidate availability.

We’re not here to dictate decisions—but we are here to offer honest, informed guidance. “We’re all adults,” Mary says. “Our clients don’t want to be told what to do—they want information, understanding, and empathy.”

Whether you’re new to recruitment or just haven’t hired in a while, we’ll meet you where you are and help you get to where you want to be.

Soft Skills Matter Just as Much as Credentials

It’s easy to focus on clinical qualifications but in today’s patient-centric landscape, soft skills are just as important.

That’s why our interview process goes far beyond technical proficiency. We focus on personality, communication, teamwork, and long-term goals. We want to know where a candidate sees themselves in three to five years. Do they thrive in fast-paced environments? Do they enjoy mentorship? Are they aligned with your practice values?

And just as we vet candidates, we vet clients too. Not every practice is ready for a partnership, and that’s okay. Lisa puts it plainly: “We don’t just take any business. We bring in good business—placements we know are fillable and sustainable.”

When both sides are aligned, the result is a placement that works for everyone.

Investing in Innovation: How AI Enhances Our Process

We’re not just recruiters—we’re problem solvers. And we know that to keep up with the challenges in healthcare hiring, we have to keep evolving. That’s why we’ve been investing heavily in technology—especially AI.

Mary is our in-house AI champion. Over the past six months, she’s immersed herself in learning how to integrate AI into the recruitment process. The results? Faster turnaround times, smarter candidate filtering, and more streamlined internal systems.

When a candidate applies, we can respond more quickly. When we’re sourcing, we can leverage tools that help us identify the best matches faster than ever. And ultimately, that means we can fill your role sooner—so you can get back to doing what you do best: caring for patients.

Why Long-Term Partnerships Make All the Difference

We’ve been in this business for over 20 years. And if there’s one thing we’ve learned, it’s that true success doesn’t stop at the hire.