Hiring an optometrist is a mix of clinical judgment and business sense. Get it wrong and you waste months of payroll. Get it right and your practice runs smoother every day.
1. Before You Search
Know your numbers first. How many patients do you see per day? What equipment do they actually use? If you need someone who can handle complex contact lens fits, say that out loud before you write a job post. Don't advertise for a general optometrist if you really want a dry eye specialist. Also check your state board rules on supervision ratios and telehealth — nothing kills a deal faster than a legal surprise.
2. Vetting Candidates
Look at their license history. Two board complaints in five years? Hard pass. Call their last two employers, not the ones they listed on their resume. Ask: "Would you hire them again?" and wait for the pause. A real reference says yes fast. A fake one hesitates. Also ask about their patient volume tolerance. Some optometrists can handle 16 patients a day. Some fold at 12. Know which one you're getting.
3. Getting Quotes
Don't ask what they want per hour. Ask what they need to earn per year to stay happy. Then work backward. A new grad might take a lower base for production bonuses. An experienced one will want straight salary or a percentage of collections. Get three quotes minimum. If they all cluster around the same number, that's your market rate. If one is way lower, there's a reason — usually a bad one.
4. Before You Sign
Read the non-compete clause like it's a contract for your own kidney. How far? How long? Can they buy their way out? Also check termination terms. A 90-day notice from them means you're stuck with a disengaged employee for three months. Negotiate it down to 30. And make sure your malpractice tail coverage is spelled out — who pays if they leave? That's a five-figure question.
Compare local optometrists on RatingsNearMe before you post that job.