The dental group is disclosing its compensation formula, top-earner figures, and offer acceptance rate, numbers most DSOs keep private

NEW YORK, Nov. 10, 2026 /PRNewswire/ — Tend, the dental group operating 33 studios across six markets, today released one year of results from a compensation model that pays general dentists up to 40% of adjusted production. Since the change took effect in October 2025, the top performing 9% of Tend dentists are earning more than $400,000 annually and the top 27% are earning more than $300,000. The company has seen renewed interest from clinicians over the same period, with dentist applications up 160% and 86% of the candidates Tend extends an offer to accepting it.

The company is disclosing the figures to make a point about its own industry. Average net income for general dentists in private practice was $215,320 in 2025, and inflation-adjusted earnings have fallen steadily for 15 years, from $274,198 in 2010, according to the American Dental Association’s Health Policy Institute. Associate turnover across dental service organizations ran roughly 34% last year. Meanwhile, dentists leave school owing close to $294,000 on average, and new federal borrowing caps that took effect in July will push more of that burden onto private lenders. Transforming that picture, Tend argues, starts with employers being willing to say out loud what they pay.

“Dentists are being asked to carry more debt into a career where real earnings have gone down for 15 years, and almost nobody in this industry will tell them in plain terms what they can expect to make,” said Dr. Chris Salierno, Chief Dental Officer at Tend. “We decided to say it out loud. Forty percent of adjusted production, with no cap on the upside. Applications are up 160% since we published that number and our dentists are taking home more than they were a year ago. Those two things are not a coincidence.”

How we got here

Dentists said the same three things repeatedly. They wanted to understand exactly how their pay was calculated. They wanted the upside uncapped. And they wanted to be paid for the work they completed rather than a figure that moved after the fact. Those three answers became the design brief, and the model Tend published a year later is a direct response to them.

What didn’t change

Just as deliberate is what stayed in place. Dentists kept their paid time off, their comprehensive benefits package, and the scheduling practices that protect work-life balance. Raising the ceiling on earnings was never meant to come at the cost of the things that make a clinical career sustainable, and no dentist was asked to trade one for the other.

What changed

The model replaced a more traditional one with a single production-based formula paying up to 40% of adjusted production. Tend publishes the formula, the tiers, and each dentist’s own studio metrics so the math is verifiable by the person it applies to.

The model also changed when clear aligner work counts. Tend credits aligner revenue to the dentist at the bonding date rather than spreading it across the length of treatment, so a case pays out when the dentist starts it, not over the months that follow. Clear aligners are one of Tend’s priority growth areas and are delivered by general dentists rather than referred out, which means the upside sits with the dentist who diagnosed the case.

“Over my five years at Tend, I’ve grown from an Associate Dentist to a Market Lead Dentist and witnessed firsthand the evolution of how we invest in and reward our doctors. We’ve transitioned from a quarterly bonus structure to a more transparent, production-based compensation model where dentists can earn up to 40% of adjusted production, giving us greater ownership of our earning potential and professional growth. Equally important is Tend’s continued investment in continuing education and expanding our clinical capabilities, from clear aligner therapy and therapeutic Botox to dental sleep medicine, empowering us to provide more comprehensive, patient-centered care under one roof while being competitively compensated for the work we love to do,” said Dr. Adetunji Sijuwade, DMV Market Lead Dentist at Tend.

The pay only works if the dentistry is worth doing

Compensation alone does not keep a clinician anywhere. Tend’s vision is to deliver dental experiences where every member is diagnosed comprehensively, educated compassionately, and empowered on their wellness journey, and that vision sets the standard a dentist practices to every day. Dentists at Tend deliver the full scope of what they trained for, from preventative and conservative restorative care to aesthetic cases, clear aligners, and dental sleep medicine, rather than referring the most rewarding work out to someone else.

Those high standards are the same in all 33 studios, as is the hospitality-forward approach the company is known for on the member side. The thoughtful changes Tend made to compensation came from listening to the clinicians already practicing to that standard. The argument behind the model is a simple one: dentists who are paid well for comprehensive care thrive, and dentists who thrive do not leave.

The hiring process behind the 86%

Ask most dentists about their last job search and the story is the same: a phone screen, an unpaid working interview, and an offer letter with a percentage in it and no way to check the math. Tend rebuilt its dentist hiring around the opposite premise, that the people being asked to deliver a hospitality-led experience should be hired into one.

Every candidate gets the same three things. A structured interview scored against the same rubric as every other candidate, so the process is consistent rather than dependent on who happens to be in the room. A clinical case study conversation with a clinical leader that runs in both directions, where candidates evaluate Tend’s clinical philosophy as much as Tend evaluates theirs. And a studio visit built the way Tend builds a member’s first visit, with a care kit, coffee, and unhurried time in the space with the team they would actually work alongside.

The last piece is the one no competitor offers. Before a candidate ever sees an offer, a clinical leader walks them through that studio’s real production numbers and models what they would earn in that chair. Candidates leave knowing their number, not guessing at it.

“My Green Carpet experience stood out because of the welcoming interview process and the case study discussion, which provided valuable insight into Tend’s practice philosophy and commitment to patient care. From the studio tour to meeting the team, I immediately felt the emphasis on creating a welcoming, clean, and stress-free environment for patients,” said Dr. Nikhil Shah, Lead Dentist at Tend’s Kendall Square studio.

“Candidates should not have to decode an offer letter,” said Dr. Chris Salierno. “We show them the studio’s numbers and their own projected earnings before they ever sign anything. More dentists are applying, and 86% of the people we make an offer to say yes, because we stopped asking anyone to take our word for what they would make.”

Dentists interested in Tend can see open roles, studio locations, and earnings detail at hellotend.com/site/careers-dentist-dmd-dds

About Tend

Tend is changing what a dental visit feels like. Care is precise, modern, and built around the member. From the moment you walk in, every detail is designed to put you at ease and deliver better outcomes. Founded in 2019, Tend brings together advanced technology, a hospitality-led experience, and an expert clinical team. The focus is simple: high-quality care that’s consistent, efficient, and centered on your well-being. With more than 30 locations across New York, Washington, DC, Boston, Atlanta, Nashville, and Connecticut, Tend offers full-service dentistry along with expanded care like clear aligners and sleep apnea treatment. Over 650 team members are helping raise the standard for dental care across the country. Learn more at hellotend.com

Media contact
Kaela Shupe
VP, Marketing
kaela.shupe@hellotend.com

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SOURCE Tend