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Ophthalmic technician recruiting. The people who keep the clinic moving.

Denali Recruiting places COA, COT and COMT technicians, scribes, work-up staff, photographers and surgical techs with eye care practices nationwide. AI-targeted sourcing reaches techs who are working, not searching. A recruiter who knows what a 40-patient clinic day takes screens every one.

I'm hiring technicians I'm a technician
  • Certified and experienced uncertified techs, scribes, photographers, surgical techs
  • Contingency: free to list, fee only when a Denali candidate starts
  • Confidential for candidates. No fee to candidates.
Ophthalmic technician performing a refraction with a phoropter in an exam lane
Work-ups, refractions, diagnostics, scribing.Screened by a recruiter, not a résumé filter

Clinical staff roles we recruit

Technician covers a lot of ground. We scope the actual seat.

A retina practice needs a different tech than a refractive center. The scoping call covers what the person will do on a Tuesday before the search profile is built.

Certified techs (COA, COT, COMT)

Which certification the role requires or prefers, refraction and work-up expectations, patients per day per tech, whether the practice pays for JCAHPO testing and CE.

Experienced uncertified techs

Years in an eye clinic, skills actually in hand (refraction, tonometry, visual fields, OCT, A-scan), and whether the practice will support certification.

Scribes

EHR in use, number of physicians scribed for, typing and medical terminology, whether the scribe also works up patients, and the career path into a tech role.

Diagnostic & imaging techs

OCT, fundus and FA photography, visual fields, biometry, topography and corneal imaging: which devices, how many per day, and whether the role is dedicated or rotates.

Surgical & ASC techs

Case volume, specialties covered, scrub vs. circulating, phaco and femto equipment, instrument processing, state requirements and the ASC's staffing model.

Lead tech & clinical supervisor

Number of techs supervised, training and onboarding responsibility, clinic flow ownership, relationship to the administrator and physicians.

For practices

What a technician search covers, and why it is not just a job post.

Technician searches are usually contingency: free to list, fee due only when a candidate Denali presented starts, with a ninety-day guarantee. Practices hiring several techs at once, or opening a location, can run them retained.

  1. The seat, honestly describedPatients per day, which physicians and subspecialties, equipment the tech must already know, schedule and satellite travel, and why the position is open.
  2. Pay that matches the marketHourly or salary range by certification level for your market. If the range is below what experienced techs are earning nearby, we say so on the scoping call.
  3. The practice as a tech sees itTech-to-physician ratio, training and certification support, how techs are treated by the doctors, turnover, and whether the practice promotes from within.
  4. The search profileAll of the above drives AI-targeted sourcing: JCAHPO certification records, Denali's candidate database, and targeted search, social and video campaigns reaching techs in your market who are employed and not looking at job boards.
  5. Recruiter screeningA recorded video interview with the recruiter on Zoom or Google Meet, skills checklist, certification and reference verification. No phone screens. You see the top candidates, each with interview highlight clips and a short written summary.
  6. Start and the first weeksStart-date coordination, a check-in after the first weeks, and Denali Creative phone and patient-service training for techs who also cover the front.

For technicians and scribes

What you get that a job posting cannot tell you.

Confidential, and never a fee. Your name goes to a practice only after you approve that specific introduction, and your current practice is never contacted.

What a day actually looks likePatients per day, how many techs per doctor, which physicians you would work up for, and whether the pace on paper matches reality.
Pay for your certification and marketWhat COA, COT and COMT techs are earning nearby, and whether the practice's range is competitive before you take an interview.
Certification and growthWhich practices pay for JCAHPO testing and CE, promote to lead tech, or move scribes into tech roles.
How techs are treatedWhat the last tech who left said, how the physicians work with their teams, and whether the practice is adding techs or stretching the ones it has.
Coming from another specialtyExperienced medical assistants and techs from other specialties can move into eye care. We will tell you which practices train and which expect you ready on day one.
Per diem and coverageIf you want flexibility, we place per diem techs for leave coverage, surge weeks and new location openings.
Send your résumé confidentially

From practice owners

Surgeons who have hired through Denali.

Denali Recruiting helped our practice find the most outstanding and experienced doctors and practice administrator. I would highly recommend them to anyone searching for a new recruiting firm.
Dr. Robert GladsdenNew Vision Laser Center
Paul and his team helped my practice with crucial interviews of fellows and associates throughout the years. His experience is an incredible asset to any practice.
Theodore Perl, MDCorneal Associates of New Jersey
Paul Stubenbordt not only helped me find the right candidates, but his team at Denali Creative helped train them to their fullest potential.
Paul Cutarelli, MDCutarelli Vision

Technician recruiting questions

Timing, fees, certification and per diem.

If your question is not here, call (682) 831-0900 and ask.

How long does it take to recruit an ophthalmic technician?
Often two to eight weeks for techs and scribes, longer for COMT-level, surgical and lead roles or in markets where every practice is short on techs. A realistic timeline is set on the scoping call.
What does a technician search cost?
Technician searches are usually contingency: listing is free, the fee (a percentage of first-year compensation, confirmed in writing) is due when a candidate Denali presented starts, and every placement carries a ninety-day guarantee. Practices hiring several techs or staffing a new location can choose a retained search. Candidates never pay.
Do you place uncertified technicians?
Yes. Experienced uncertified techs are a large share of the workforce. The screening covers the skills actually in hand (refraction, tonometry, fields, OCT, biometry) rather than the credential alone, and we note which practices will support certification.
Do you place per diem or temporary techs?
Yes, for leave coverage, surge weeks and new location openings. Terms for per diem placements are set on the scoping call.
How do you find techs who are not on job boards?
The search profile drives targeted search, social and video campaigns in your market, built by Denali Creative, plus JCAHPO certification data and Denali's candidate database. Most experienced techs are employed and will not see a job board post; they will see a targeted ad or a direct message. The recruiter screens every response.
Can you train the techs you place?
Denali Creative provides phone, patient-service and sales training for techs who also handle scheduling, check-in or consult support. Clinical skills training stays with the practice.

Other roles

Also recruiting for the rest of the practice.

Ophthalmologists cataract · refractive · retina · glaucoma · corneaOptometrists associate OD · co-management · dry eyeAdministrators & managers administrator · clinic manager · growth managerSurgical & refractive coordinators LASIK · premium IOL · patient counselor

Start here

Hiring technicians, or looking for a better clinic?

Practices get a scoping call. Technicians get a confidential conversation. Either way you hear back from the recruiter.

(682) 831-0900Monday to Friday, Central time
Book a call on the calendarPick a time that works. Opens Paul's HubSpot calendar.
Trophy Club, TexasSearches run nationwide
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