A résumé can't show you how someone treats patients.
Interviews reward good talkers
Anyone can sound great over coffee. Clinical judgment only shows when someone works through a real case.
Working interviews cost a day
Chair time, staff time and patients' trust, spent before you know whether a candidate is even close.
The wrong hire costs months
Patients notice when a new dentist plans differently. By the time you do, it's hard to undo.
Hear how they think before the working interview.
Use it once you've reviewed resumes and done a phone screen: send your top candidates the link, then compare your finalists before anyone comes in.
Step 1: Choose three cases
Pick from a library of cases, each with radiographs, a history, and a reviewer's guide to what a strong answer covers. Every candidate for the position gets the same three, so you compare like with like.
Step 2: Candidates talk through their thinking
From any computer, with no account to create. One take per case, up to five minutes each. They explain one plan to the patient the way they would chairside, then answer seven short questions about real situations with their team and their patients, and where they want to go.
Step 3: Hear them beside your own answer
Record your own answers once. When you review, you hear each candidate next to you, check off what they caught, and score each answer from 1 to 5. Whatever they missed becomes a question for the working interview.
Step 4: Compare finalists side by side
Every finalist's scores add up to the four pillars: character, clinical excellence, team dynamics and patient experience.
How the comparison stays fair
- Same cases and questions for everyone. Every candidate for a position answers the same three cases and the same seven questions, in the same order.
- Your answer comes first. You record your own baseline before you invite anyone, so you compare each candidate against your own judgment.
- The cases lock. Once the first candidate is invited, the position's three cases can't be changed.
- The app never scores anyone. You score and mark every answer yourself. The app adds it up and turns what was missed into interview questions.
Start your new associate off right.
Once you've hired, invite your new associate to Dental Colors, a 20-question work-style profile written for dental teams. You'll see how they like to work, communicate and take feedback, and where they sit beside your team, before their first day.
It's for onboarding only, never part of choosing who to hire. No color is better than another, and every good team needs all four.
- Red gets it done
- Yellow brings the energy
- Blue gets it right
- Green keeps it steady
The best associates are choosing you, too.
Turn on sharing, and once candidates finish they can hear how you answered the same cases. They learn how your practice thinks before they commit. The right ones get excited. The wrong ones rule themselves out.
Shared by the practice
How the practice owner answered
Case 1: what you see and your plan
46-year-old woman
The candidate's answer
The practice owner's answer
Private by design
A practice's candidates and recordings are visible only to that practice. Candidates agree to be recorded before they start.
Deleted on schedule
Recordings and answers are deleted automatically 12 months after a position is filled or closed.
100% satisfaction guarantee
If Associate Fit isn't what you hoped, tell us and we'll refund what you paid for it. No problem.
Be one of the first practices to use Associate Fit.
We're opening Associate Fit to a small group of practices first. Tell us about yours, and we'll help you set up your first position and cases.
“I built Associate Fit so a practice owner can hear how a candidate thinks through a case before giving up a day to a working interview. I read every request myself, and I reply personally.”
blake@profunneldesign.com