How Small Dermatology Practices Can Attract and Retain Top Talent

Dr. Alison Moon, founder of First Coast Dermatology, started her practice with just one provider. She gradually grew her team, eventually creating a self-sustaining multi-clinic business she could sell.

Staffing challenges hit small dermatology practices particularly hard. You're competing against well-funded groups with deep pockets, corporate recruiters, and benefits packages that seem impossible to match.

So what is her secret? How did she do it?

By focusing on what big practices can’t: the personal touch, genuine relationships, and flexibility that make small practices special, Dr. Moon focused on hiring from the same residency program she went through, building strong values, and creating a culture focused on work-life balance that worked for her and her team.

Compensation matters, but money isn't everything. Some of the most loyal, dedicated staff members choose small practices specifically because they want to be more than just an employee number. They want to make a real difference, work closely with patients, and be part of something meaningful.

So here’s how to find, recruit and retain them

1. Get Creative with Recruiting

Traditional job boards are crowded and expensive, so small practices must think differently. The best candidates often aren't actively job hunting—they're working somewhere else, quietly hoping for something better.

Lean into your advantage by offering personal attention and genuine career development that big groups can't provide.

Here's how to find these hidden gems:

Partner with local medical schools and training programs to create internships or externships. Students gain hands-on experience, and you get to train potential future hires.
Tap into your network by offering referral incentives to current staff for recommending candidates, or by reaching out to local organizations for clerical roles.
Engage passive candidates—those not actively job-hunting but open to the right opportunity—through networking and specialized recruiters. These professionals often bring stability and a strong cultural fit.

2. Highlight Your Unique Practice Culture

Your size isn't a limitation; it's your superpower. While large groups offer anonymity, you offer belonging. While they provide structure, you provide flexibility. Make sure candidates understand what makes your practice different:

Promote your culture in job postings and interviews—emphasize teamwork, flexibility, and the chance to make a real impact.
Involve your current team in the hiring process. Their enthusiasm and insights help candidates see what makes your practice special.
Celebrate achievements and milestones with personalized recognition, team outings, or small perks. Simple gestures go a long way in making staff feel valued.

3. Offer Competitive—but Creative—Compensation

You don't need to match every dollar that big practices offer, but you do need to be strategic.

Smart compensation isn't always about the biggest paycheck—it's about understanding what each person values most. Some prioritize work-life balance over money. Others want growth opportunities. Many simply want to feel appreciated and secure.

Benchmark pay and benefits to stay competitive within your means. Even small increases or unique perks (like extra vacation, paid gym memberships, or childcare stipends) can make a difference.
Budget ahead for new hires so you're ready when the right candidate comes along.
Consider profit-sharing or bonus opportunities tied to practice performance, which can foster loyalty and a sense of ownership.

4. Prioritize Work-Life Balance

Healthcare burnout is real, and it's expensive. The cost of replacing a good employee—recruitment, training, lost productivity—often exceeds 50% of their annual salary. Small practices have a distinct advantage here: you can be genuinely flexible in ways that corporate policies simply don't allow.

Offer flexible schedules or part-time roles to accommodate personal needs.

Encourage staff to use their vacation and personal days—and make sure the practice can function smoothly in their absence.
Lead by example by respecting boundaries and not contacting staff outside work hours unless truly necessary.

5. Invest in Onboarding and Ongoing Development

First impressions matter, but so does ongoing investment. When staff see you're committed to their growth, they're more likely to be committed to your practice's success.

Create a structured onboarding program so new hires feel welcomed and prepared.
Pair new staff with experienced team members for mentorship and training, building trust and camaraderie.
Support professional development with paid time off for continuing education, training sessions, or even tuition assistance. Non-clinical staff can also benefit from cross-training and advancement opportunities.
Develop standard procedures and empower your staff to deliver results.

6. Recognize and Reward Your Team

Recognition doesn't require a big budget—it requires attention and genuine appreciation. The most memorable rewards are often the most personal ones.

Regularly acknowledge achievements—publicly or privately, depending on preference.
Personalize rewards (a spa day, gift card, or extra day off) to show you understand and appreciate each individual.
Track milestones and celebrate anniversaries to reinforce a sense of belonging and accomplishment.

7. Foster Open Communication and Team Engagement

Open communication builds trust, and trust builds loyalty. When staff feel like partners rather than just employees, they're invested in the practice's success.

Hold regular team meetings to discuss goals, challenges, and successes.
Solicit feedback and act on staff suggestions to show their voices matter.
Share practice updates and involve staff in decisions that affect their work, building trust and transparency.

The Bottom Line

Small dermatology practices face real staffing challenges, but you have advantages that big groups can only dream of. You can offer personal relationships, genuine flexibility, and the chance to be part of something special. The key is recognizing these strengths and using them strategically.

Dr. Moon started small and grew her practice into a multi-clinic juggernaut. She did this not by competing according to the incumbent’s terms but rather by looking at the practice differently and engaging her team accordingly.

Your practice's success depends on your team's success. Make that investment worthwhile, and you'll build the kind of loyalty that no corporate competitor can buy.

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