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Optometrist recruiting for MD/OD practices, co-management and primary eye care. Nationwide.

Denali Recruiting places associate and lead optometrists with ophthalmology groups, optometry practices and surgery centers. AI-targeted sourcing finds ODs who are not on job boards. A recruiter who has worked inside eye care since 2002 screens every one.

I'm hiring an optometrist I'm an optometrist
  • Associate OD, lead OD, co-management, medical and refractive roles
  • Retained or contingency, depending on the market and the role
  • Confidential for candidates. No fee to candidates.
Optometrist performing a refraction in a modern exam lane
Scope, schedule and support per lane.Scoped before anyone is contacted

Optometry roles we recruit

The same title means very different jobs. We scope which one you are hiring for.

An OD in a refractive surgery center and an OD in a primary care practice want different things and need different scoping. The search profile is built around the actual role.

Associate OD, MD/OD practice

Medical vs. refractive mix, post-op and pre-op volume, how surgical referrals flow between the ODs and the surgeons, tech support per lane, schedule and satellite coverage.

Co-management & refractive

LASIK, ICL and premium IOL consult volume, how the OD is compensated for surgical conversions, relationships with outside ODs, coordinator support.

Medical optometry

Glaucoma, retina and dry eye clinic responsibilities, diagnostic equipment, injection and laser privileges where the state allows, how complex cases are handed to the MDs.

Primary eye care & optical

Exam volume, optical capture rate expectations, contact lens and specialty lens work, whether the OD has a say in frame and lens selection.

Lead OD & director of optometry

Number of ODs supervised, protocol development, student and resident programs, a seat at the management table, and the compensation that reflects it.

Dry eye & specialty clinics

Dedicated dry eye, myopia management, low vision or vision therapy roles: equipment, patient volume, cash-pay mix and marketing behind the service line.

For practices

What an optometrist search covers before the first candidate is contacted.

OD searches are run retained in competitive or rural markets and can be run on contingency where the pool is deeper. Either way, terms are in writing before outreach begins.

  1. The role, honestly describedMedical vs. refractive vs. primary care mix, patients per day, satellite days, Saturday clinics, and why the position is open.
  2. Compensation and growthBase, production or per-diem structure, optical and surgical bonus, CE allowance, and whether there is a path to lead OD or partnership.
  3. The practice as an OD sees itLanes and techs per doctor, scribes, EHR, pretesting workflow, how the MDs treat the ODs, and whether ODs practice to the full scope the state allows.
  4. The search profileAll of the above drives AI-targeted sourcing: state licensing records, residency and school data, Denali's candidate database, and targeted outreach to ODs who are employed and not actively looking.
  5. Recruiter screeningA recorded video interview with the recruiter on Zoom or Google Meet, license verification and references. No phone screens. You see only the top candidates, each with interview highlight clips and a written summary.
  6. Offer through startOffer structure, contract support, start-date coordination around licensing, and a check-in after the first weeks.

For optometrists

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 employer is never contacted.

What the day actually looks likePatients per day, lane and tech support, how much is refraction versus medical, and whether the schedule on paper matches the schedule in practice.
Scope of practice, reallyWhether the practice lets ODs manage glaucoma, do minor procedures and lasers where the state allows, or keeps them in the refraction lane.
How compensation is builtBase, production formulas, optical and surgical bonuses, and how the offer compares to the market for your state and setting.
The MD/OD relationshipHow surgeons and ODs share patients, whether ODs are respected as colleagues, and what the last OD who left said about it.
New graduates and residents welcomePractices hiring an associate often want to meet fourth-years and residents months before graduation. Start early.
Contract helpNon-competes, production terms, CE and licensing reimbursement, and when to bring in an attorney.
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

Optometrist recruiting questions

Timing, fees, new graduates, scope and confidentiality.

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

How long does it take to recruit an optometrist?
Commonly two to six months from scoping call to start, longer in rural markets and for lead or specialty roles. Practices that want a new graduate for the summer should start by late fall. A realistic timeline is set on the scoping call.
Retained or contingency for an OD search?
Retained (50% to initiate, 50% at acceptance, six-month replacement guarantee) for competitive markets, rural locations, lead OD and specialty roles. Contingency (free to list, fee due at acceptance, ninety-day guarantee) where the candidate pool is deep. The recruiter will tell you which fits on the scoping call. Candidates never pay.
Do you place new graduates and residents?
Yes. Many associate OD searches are filled by fourth-year students and residents who start conversations in the fall before graduation. Reach out early.
Do you recruit for optometry-owned practices or only ophthalmology groups?
Both. MD/OD practices and surgery centers are the largest share of Denali's work, and the same process applies to optometry-owned practices, including those hiring their first associate or planning a succession.
How do you find ODs who are not on job boards?
The search profile is matched against state licensing records, school and residency data, Denali's candidate database, and targeted search, social and video audiences by state and setting. AI does the finding and first outreach; the recruiter reviews every match and makes every call.
Can the search be confidential?
Yes, for either side. A practice replacing an OD can run the search without being named until a candidate is a finalist. A candidate's name and employer are never shared with a practice without approval.

Other roles

Also recruiting for the rest of the practice.

Ophthalmologists cataract · refractive · retina · glaucoma · corneaAdministrators & managers administrator · clinic manager · growth managerOphthalmic technicians COA · COT · COMT · scribesSurgical & refractive coordinators LASIK · premium IOL · patient counselor

Start here

Hiring an optometrist, or looking for your next practice?

Practices get a scoping call. Optometrists 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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