Dentist - Skokie, IL

• What is the address of your practice and how long has it been a dental practice?5215 Old Orchard Rd. Skokie, IL 60077 | Anticipated launch Oct-Dec 2025
• How many operatories do you have?4 regular ops, 2 large surgical suites
• Is your practice digital? Charts and X-Rays or just X-Rays?Will have digital charts and x-rays.
• What types of bells and whistles are in your practice? (for example, do you have a CEREC, or CBCT, or scanners or intraoral cameras?)CBCT, intraoral scanner, intraoral cameras, etc. I intend for the intake exam to be incredibly comprehensive (dental exam, perio exam, intraoral scan, CBCT, oral cancer screening, airway assessment, ortho assessment, occlusal analysis) and to have the bells and whistles to support that. I will almost certainly get a CEREC machine as well, as volume picks up a bit.
• What is the payor mix in your practice? (Are you PPO, FFS, Medicaid, DHMO?) What percentage of each payor do you typically see? For exampe: we see 50% PPO patients and 50% FFS...100% FFS
• In your candidate, what types of procedures are you most interested in them having experience with? Please specify if you want implant placement, molar endo, clear aligners...The practice will be an interdisciplinary practice, and as such I intend to have all specialties (with the exception of pediatric dentistry) accounted for. The GP will drive treatment and and treatment planning, and work to the top of their abilities. Ideally the GP will have experience and be comfortable facilitating clear aligner cases. If the GP would like to do some surgery or endo that's completely fine, as long as they are delivering high quality care. I plan to rotate perio/surgery and endo through as needed to address patients needs within the practice (instead of referring patients out). The GP must be fully comfortable with and capable of being the lead doctor of a practice. There will not be mentorship provided in the GP arena, but there may be opportunities for surgical mentorship or business mentorship.
• What’s the first week for a new doctor look like in terms of on-boarding / responsibilities? Any training or official onboarding program?Onboarding will look very different from most practices. The GP selected will have a large impact on decisions made in setting up the practice- things like material choice, technology decisions, operations and workflow decisions etc. I intend to have many discussion with the GP during the setup process and work with them to establish an ideal practice setup. Responsibilities will be fleshed out during that dialogue. There is no official onboarding program established at this time. This is a unique opportunity to get in on the ground floor of this new 'membership-required' concierge model.
• How many hygienists are on the team? Are you using Assisted Hygiene? We'll ideally run as lean as possible from the launch and scale the team with patient volume. I (as a periodontist) will be jumping in to help with cleanings initially, and would like for the GP to be comfortable to roll up their sleeves with this as well. I am very much of the 'no-task-too-small' mentality when starting a practice/company. The moment volume increases to the point that the schedule is filled with other procedures (even diagnostic exams) I'll be hiring a hygienist.
• What are the days and hours of a typical doctor schedule? How many assistants do they get, and how many columns are they in?There is currently no typical schedule. I imagine an individual starting part time (2-3 days / week) and scaling to full time. I'm imagining a typical day is 8 hours - 7 hours booked with patients and 1 hour for lunch and other tasks (notes/tx planning/pt communication etc). 1 assistant per doctor. Not sure regarding 'columns' but at the moment there is plenty of space for 1 doctor to use 2-3 ops if logical and efficient.
• Do you offer a path to ownership / partnership and if so, what does that path look like?Yes. I am open to the GP vesting into some equity (stock ownership) of this practice location over time. This essentially translates to bonuses tied to practice profitability, and equity is sellable down the road.
• How do you compensate your doctors? Are there production incentives? What's the average take home annually for your doctors? (For example, are you giving them a daily rate for a period of time, and if so, what's the range for that? Same with percentage.33% production (which equal collections as we collect prior to procedures). Lab and materials costs covered by the house. No 'production incentives' per se. There will be bonuses for patient happiness (measured by net promoter score) and growth of membership numbers. I will guarantee a daily minimum of $800 for the first 3 months of employment.
• If your compensation is based on collections, what is your last 6 month average collection rate?We will collect before treatment, so should be 100% or above.
• Do you hire as employees or independent contractors?Independent contract probably makes sense for 1-2 days. Employee for 3+ days. May start as 1099 and convert to W2.
• Do you have an employment contract, and if so, is it annual? What is your non-compete? What is your notice period? No employment or independent contractor contracts are in place at the moment. I imagine both will be an annual contract. Notice period 60 days. No non-compete.
• Why is this position open? If this is a replacement, what was the average monthly production of the doctor being replaced?Launching a new practice, and new practice concept altogether.
• What benefits do you offer, if any? (paid malpractice? Paid time off? Medical, dental, vision? 401K? CE reimbursement? Holidays? )I'll be working to put together a benefits plan. This will be relevant for employees, not independent contractors.
• Who do the doctors report to?Me (Scott Drucker)
• What are your daily / monthly production expectations, if any?No expectations. Be great with diagnosis and treatment plan presentation, and the rest will fall into place.
• What's your average new patient flow over the last six months?N/A
• Do you charge lab fees to your doctors?No
• What’s the interview process like? (normally it’s an initial call, then a practice visit, then possibly a working interview, then decision…just as an example)Many conversations with me, including a few in-person meetings. A walk-through of the space would be ideal (construction permitting). No working interview as I'll be making this decision before the grand opening.
• Do you huddle in the morning, and if so, who leads and who is in attendance?Yes, and I'll lead. In the beginning all will be in attendance. Initial team will be: GP, me (perio), assistant, and office manager / patient coordinator. Hygiene will be hired shortly thereafter.
• How many total doctors do you have in the practice? Will there be mentorship at all? What is the average monthly production of current docs in the practice?Will start with this GP role and me (perio). No mentorship on GP. Mentorship in surgical and business/operations possible if there is interest. No historical production to reflect on.
• How would you describe the culture of your practice? What type of personality do you believe would be the best fit for your culture?I'd like to build a culture of doers. Practitioners and a support team that strive to deliver an elevated level of care to our patients/members. Docs must be technically skilled, highly ethical, and articulate when communicating with patients. Docs must also be kind, calm, and empathetic. Docs must not hesitate to roll up their sleeves to tackle challenges as they arise. Mission/Vision/Values are a work in progress, but it'll give you some insight into how I'm thinking. Mission: To redefine dental care with a membership-based model by delivering personalized, technology-driven, holistic oral care. Our elevated attention to detail affords patients an unparalleled experience on their journey to achieving and maintaining oral health and long-term wellness. Vision: To become the premier destination for comprehensive, interdisciplinary dental wellness—where modern diagnostics, lifelong prevention, and concierge-level care meet. Values: 1. Health - Oral health is health. This is the foundation of what we do, and is non-negotiable. We focus on prevention, education, and personalized plans that promote not just oral health—but total-body wellness, vitality, and confidence. 2. Science and Technology - We rely on evidence-based diagnostics, advanced imaging, and AI-driven tools to guide every clinical decision. Informed diagnosis and treatment planning isn't optional - it’s foundational. 3. Excellence of care - We deliver clinical care of the highest standard, integrating advanced diagnostics, interdisciplinary planning, and a thoughtful, personalized approach. 4. Integrity - Patients are people, not mouths or teeth. Diagnose and treat them as you would your closest family or friends. 5. Hospitality - We craft a calm, welcoming environment where every detail—from scheduling to surroundings—is designed for comfort and peace of mind. The little details matter.

The Dentist Agent