Tend raises compensation bar to combat burnout and strengthen clinician retention

Dental service organization Tend, with eastern locations from Atlanta to Massachusetts, is setting a new benchmark for dentist compensation and support. In response to industry-wide clinician shortages and burnout, the company has introduced one of the highest commission structures in US dentistry—up to 40% of adjusted production—effective September 1.

The new model is designed to empower dentists financially while fostering long-term career satisfaction. In addition to higher earning potential, Tend offers clinicians equity opportunities, comprehensive mentorship, continuing education (CE), and a full benefits package that includes paid time off, full malpractice coverage, medical and dental insurance, and a 401(k) match.

“At a time when many dentists face burnout and turnover, Tend is redefining what it means to truly invest in clinicians,” said Dr. Chris Salierno, chief dental officer at Tend. “Our updated compensation model, paired with structured mentorship, equity opportunities, and robust CE support, empowers dentists to focus on providing exceptional care while growing their careers in a supportive, sustainable environment.”

Addressing burnout through compensation and culture

This move comes at a pivotal moment for dentistry. According to the ADA Council on Communications’ 2024 Trend Report, 82% of dentists report major stress and career burnout. Tend’s new model directly targets these challenges by pairing competitive compensation with meaningful professional development and work-life balance.

Tend’s state-of-the-art studios are designed for both patient comfort and clinician well-being, emphasizing ergonomics and efficiency. Dentists benefit from one-on-one mentorship from lead and market lead dentists, free access to CEZOOM’s live and on-demand courses, and a $2,000 annual CE stipend after one year. Lead dentists are also eligible for equity options—an uncommon benefit in the DSO landscape.

Tend dentist Dr. Adetunji Sijuwade called the change “a real shift." “It rewards the work I put in and gives me the resources to keep leveling up as a clinician. Most practices stop at commission, but Tend actually invests in my growth. That makes me feel valued and pushes me to deliver the best care for our members.”

Industry benchmarking data from Drill Down Solution shows most US dental practices offer 25%–30% production-based pay. Tend’s 40% model, combined with equity and robust CE support, sets a new high-water mark in compensation and clinician investment.

How dentists and teams are responding

DentistryIQ asked Dr. Salierno how Tend’s clinicians have responded to the updated structure.

“Our redesigned compensation plan has been very well received, largely because we invited our dentists into the process from the beginning,” he said. “Those conversations helped us understand which elements mattered most and which could be dialed back to allow for greater impact elsewhere. The result is a structure that’s still uniquely differentiated, but far more competitive in the areas that matter most to our dentists.”

Could Tend’s move influence other regions?

While Tend operates regionally, Dr. Salierno believes its model can serve as inspiration for other organizations to reexamine how they reward clinicians.

“I would welcome other practices—whether large groups or small private offices—to bring their dentists into rethinking compensation,” he said. “What matters most to a Tend dentist, who primarily treats young, urban professionals, might look very different from what resonates with a dentist serving a rural community. By tailoring compensation models to the realities of their patient populations and their teams, practices everywhere can build stronger engagement and alignment.”

For more information about careers at Tend, visit hellotend.com/careers.