Culture at Tend

Tend is a dental company built on a simple (but apparently radical) idea: going to the dentist should actually feel good. Good for the people walking through the door, and good for the people who work there every day.

We build modern, thoughtfully designed studios where members feel genuinely welcome and where our clinical and ops teams have the tools, support, and breathing room to do their best work. We’re growing fast, and we’re serious about getting the culture right as we scale — which means investing in real benefits, real growth paths, and an environment where great work doesn’t go unnoticed.

Pretty much across the board. On the clinical side: Dentists, Dental Hygienists, Dental Assistants, and Hygiene Assistants. On the studio operations side: Studio Managers, Assistant Studio Managers, and Care Coordinators. And on the corporate side, we have a growing team in People, Marketing, Finance, Technology, and Operations.

Every role is different. But they all share the same foundation: an obsession with the member experience and a genuine team-first mentality.

Currently: New York City, Boston, Washington D.C., Northern Virginia, Atlanta, Nashville, and Connecticut. And yes — we’re still growing.

We hire ahead of openings, so if you don’t see a studio near you today, it’s worth keeping an eye on our careers page or following us on LinkedIn. New openings get announced there first.

Head to our job postings page— all open roles live there. No account required, no “create a password containing a symbol, a number, and the tears of your enemies.” Just find the role and apply.

Once you do, you’ll get a confirmation email from our Talent team so you know it landed. We review applications as quickly as we can and aim to get back to everyone, yes, everyone, whether we’re moving forward or not. If two weeks have gone by and you haven’t heard from us, give us a nudge at talent@hellotend.com.

It varies a little by role, but here’s the general process:

•  A phone or one-way video interview with someone from our Talent team — we want to learn about your experience, your interest in Tend, and what the role actually involves.
•  One or more video or in-person interviews with the hiring manager and/or a cross-functional panel. For studio roles, this often includes a studio visit. 
•  For some roles, a skills assessment or case exercise.

We keep things efficient and respectful of your time. Most processes take two to three weeks from initial screen to offer. We’ll keep you in the loop the whole way — no ghosting, no radio silence.

If your application is a strong match, you’ll hear from our Talent team within a few days to self-schedule a phone screen. If we’re going in a different direction, you’ll get an email letting you know. We think everyone deserves a real answer.

If the role you applied for has already been filled or paused, we’ll tell you and invite you to follow our careers page for what’s next.

We move quickly. In most cases, you’ll hear about the next steps within three to five business days of each interview. If things are taking longer due to scheduling or an extended search, your Talent Acquisition partner will flag it and give you an updated timeline.

We know waiting is rough. We won’t leave you wondering.

Our team coordinates internally, so if you’re already in process for one role, we’ll have visibility and can talk through the best path forward with you.

Absolutely. If time has passed, you’ve gained more experience, or a new role has opened that’s a better fit, apply. We’d only ask that if you’re going for the same or a very similar role, you wait at least six months, so both sides have had a chance to grow.

Your previous history won’t work against you. We evaluate every candidate on their own merits, every time.

We pay competitively within each market we operate in, and we’re transparent about ranges, no bait-and-switch comp structures. What you hear in the interview process is what you’ll see in your offer.

Compensation is typically a combination of base hourly rate or salary and, where applicable, variable or performance-based pay. Your Talent Acquisition partner will walk through the specifics with you during the process.

We believe taking care of our members starts with taking care of our team. Here’s what’s included for eligible full-time employees:

• Health & Wellness: Comprehensive medical, dental, and vision — plus access to Tend's own Dental Wellness Program so you can experience the care we deliver firsthand.
• Financial: 401(k), life and AD&D insurance, FSAs, HSAs, and pre-tax transit and parking benefits.
• Protection & Support: Legal resources, an Employee Assistance Program, disability coverage, and health advocacy services.
• Time off: Paid Time Off (PTO) and paid company holidays.
• Learning & Development: Ongoing training, mentorship, and continuing education. CE reimbursement is available for Hygienists and Dentists.
• Part-time and PRN team members may have access to a different set of benefits — your Talent Acquisition partner can walk you through what applies to your role.

Yes. Full-time employees receive paid time off that grows with tenure, plus paid company holidays. We genuinely believe that time to rest and recharge is part of showing up at your best, for your team and for our members.

Part-time employees may have access to certain types of PTO depending on the role, hours, and applicable state law. Specifics will be included in your offer.

Schedules vary by role. Studio-based clinical and operations roles typically follow a set weekly schedule that may include Saturdays. Most full-time roles are 32–40 hours per week. Part-time and PRN opportunities are available, especially for Hygienists.

We’re upfront about scheduling expectations during the interview process, no surprises on day one.

Honest version: we move fast, care a lot, and take the work seriously, without taking ourselves too seriously. We’re united by a genuine belief that dentistry can be better: for members, for providers, and for the people who show up every day to make it happen.

Our five values aren’t just wall art. They shape how we hire, lead, give feedback, and support each other. We lead with curiosity, hold ourselves accountable, and roll up our sleeves when the team needs it. The pace is real, but so is the pride in what we’re building together.

Yes, and we mean it. We promote from within wherever possible and actively develop people for their next step. Clinical team members can grow into lead roles. Studio ops folks can move into growth roles or regional leadership. And as we expand, some opportunities don’t exist yet, but they’re coming.

We invest in development along the way: training, mentorship, CE opportunities, and real feedback conversations. If growth matters to you, this is a good place to be.

Structured, supported, and actually designed to set you up for success, not a packet and a handshake.

You’ll go through a role-specific onboarding program covering our systems, workflows, standards, and culture. For clinical roles, this includes hands-on training with our clinical leadership team and dedicated time to learn before stepping into a full schedule. For new studio openings, a dedicated launch team is on the ground during the first few weeks.

You’ll be set up to succeed from day one. That’s not an accident, it’s by design.

We take workplace culture seriously and back it up with real structures. If something’s not right, there are clear channels to raise it: our Employee Assistance Program, direct People Team support, and formal processes for anything sensitive.

We have zero tolerance for harassment, discrimination, or anything that cuts against our values, and we hold that standard regardless of role or seniority. If something isn’t right, we want to know. And we’re committed to addressing it.

Requirements vary by role and state. Here’s the overview:

• Dentists: Completion of a DDS or DMD program, an active dental license in the state you’re applying in, plus current CPR/BLS certification.
• Dental Hygienists: An active hygiene license in the state you’re applying in, plus current CPR/BLS certification.
• Dental Assistants & Hygiene Assistants: All state-required certifications, registrations, or licenses applicable to dental assistants in your state, plus current CPR/BLS.
• Care Coordinators & Studio Operations: No clinical license required. Dental or healthcare experience is a plus.

If you’re still finishing your license or certification, you’re welcome to apply, just flag your expected completion date. We’ll be upfront about whether we can hold the role while you wrap up.

Yes. If you’re actively planning a move to a market where we operate, apply and be clear about your timeline in your application and during the phone screen. For clinical roles, you’ll need an active license in the state where you’ll be working by your start date, and we can work through the timing together as part of the conversation.

Yes, background checks are standard for all roles. For clinical positions, we also conduct license verification and credentialing as part of onboarding. We use a third-party provider, and you’ll be walked through the process after receiving an offer.

If you have questions about what’s included or how results are reviewed, your Talent Acquisition partner can talk you through it.

Follow us on LinkedIn and Instagram, we share team stories, studio updates, new roles, and a real look at what it’s like to work at tend. You can also set up job alerts on our careers page, so you’re notified the moment something opens up.

We’re always open to meeting people who want to be part of what we’re building, even before the right role exists.

Reach out to talent@hellotend.com. Actual humans read what comes in; you have our word and our inbox.

If you’re already in process, reach out directly to the Talent Acquisition partner you’ve been working with.