What Data Shows Dentists Really Want Out of Their Careers

We recently published the 2026 Dental Salary Survey, a comprehensive report that unveils trends across the industry, and today we’re breaking down the dentist report in particular.

This report takes a closer look at the dentist segment of the industry, analyzing sentiments around compensation, benefits, work environment and more. Dentists report strong job satisfaction overall, and average income has climbed meaningfully year-over-year. As compensation has adjusted upward, hiring urgency has also cooled slightly, creating a stabilizing effect. This is something many practices have likely already felt for sometime. 

But the data also reveals something more nuanced: Dentists are no longer making employment decisions based exclusively on compensation. This year, work environment is the primary motivating factor, with sustainability and long-term trajectory also strong contenders on the scale. 

Here’s what that means for today’s dentists and practices looking to hire and deepen retention in 2026. 

The Compensation Conversation Is No Longer Enough

Dentists’ realignment around work environment is a signal that industry attitudes are undergoing a structural shift. When compensation is the main driver behind employment decisions, the math is pretty simple. For years, competitive compensation was the obvious recruiting lever in dentistry. Today, it’s table stakes. 

Like many professionals, today’s dentists have more priorities than a paycheck. 

• Autonomy in clinical decision-making: Dentists want to be trusted to diagnose and treat according to training and judgment. When autonomy erodes, satisfaction follows.
• Leadership transparency: Uncertainty breeds mistrust and turnover. Dentists want clarity around expectations, compensation structures, growth pathways, and long-term vision. 
• Predictable scheduling: Routine is everything. For dentists, that means consistency in their clinical days — balanced case mix, reasonable patient flow, and adequate support. 
• Reasonable production expectations: Healthy growth goals are motivating, but unrealistic production requirements add toxic pressure. Dentists don’t appreciate feeling like they’re making widgets. 
• Team stability: High turnover among assistants or hygienists directly impacts efficiency, morale, and patient trust. And all of that lands on the dentists’ shoulders. 

When it comes to retention, pay increases can win the short-term battle. But without investing more broadly in the professional experience, practices will continue to lose good talent to firms that do. 

Gains With a Warning: The Looming Retirement Reality

One of the most consequential findings in the report isn’t about compensation at all. A sizable portion of dentists (35%) plan to retire within the next five years. Simultaneously, early-career representation remains comparatively thin, at just 19% — a gap and warning sign that experience is exiting faster than new talent is ramping up.

For today’s leaders, this is a good time to sharpen focus around leadership depth, instead of just clinical capacity. The latest report notes that few respondents cite formal transition or mentorship plans, which raises the risk of “scramble-mode” succession when retirements hit. For employers, this means the associate you hire today may need to be your partner tomorrow. Developing that leadership pipeline will become crucial. 

For dentists, this means opportunity is real, but so is responsibility to plan ahead. Ownership pathways, leadership development, and long-term planning matter more than ever. By thinking about the future early, you gain greater control over the outcomes. 

Here’s What Dentists Are Really Saying 

So what does all of this data mean for today’s practice owners and professionals? 

1. Culture is not just a “what” or “who” your practice is. It’s also a how. 
   • How decisions are made
   • How production pressure is handled
   • How mistakes are addressed
   • How schedules are protected

The 2026 Dentist Salary Survey Report reinforces that dentists are making career decisions based on these day-to-day realities, not just compensation. When dentists leave, they’re often leaving an environment, not a job title. And “environment” is built through the operational habits that shape every clinical day.

2. There is a direct correlation between autonomy and happiness. 
   Practice owners, who generally have some control over their clinical environment and business decisions, consistently report higher satisfaction levels. Conversely, associates are feeling the squeeze. As the report notes, for associate dentists, satisfaction is often tied to how much they can influence their own schedules and clinical outcomes.
   
3. Accelerating retirement pressure is going to reshape hiring.
   The impending leadership and capacity gap won’t be solved by recruitment alone. The practices that win will build mentorship, develop associates intentionally, and create clear pathways that keep clinicians invested long enough to grow with the practice.

To explore more 2026 Salary Survey Data, download the 2026 Dentist Report.

Ready to simplify your hiring? Visit the Employer page to get started.