What to Know Before You Start the Associate OD Hiring Process

Big move. But before you throw a job post online and cross your fingers, let’s make sure you’re actually prepared to attract the right person. 

So here’s a short questionnaire to ask yourself before anything else:

• Do I know exactly what I want this associate OD to do?
  • Will they see primary care patients, or specialize in a niche (pediatrics, dry eye, etc.)?
  • Are you looking for someone full-time, part-time, or flexible?
  • Will they eventually buy into the practice or stay as an employee?
• What kind of associate OD am I looking for? (Clinical strengths, communication style, career goals etc)
• Is my practice attractive to the type of associate OD I want to hire?
  • Do I have Competitive pay and benefits?
  • Do I offer a healthy work-life balance?
  • Does my clinic have modern equipment and a clean workflow?
• Am I open to coaching and collaboration?
• Do I have time (and patience) to train and integrate someone new?
• Can I delegate without micromanaging?

You don’t need to have everything figured out before hiring an Associate OD, but you do need clarity on your goals, readiness, and expectations. This sets the stage for a smoother hiring process—and a stronger long-term fit.

Avoiding Common Mistakes When Hiring Your First Associate OD

Once you have answered the questionnaire above and got your specifics laid out, here’s our advice as recruiters in the Eye Care for 7+ years. 

We’ve seen too many great practices struggle, not because they couldn’t find an optometrist, but because they skipped a few critical steps. 

Here’s what NOT to do:

1. Rushing the hire.

When you rush, you miss red flags. You settle. You make decisions based on panic instead of purpose.

Instead:

• Take the time to define your ideal candidate.
• Ask deeper interview questions—not just about clinical skills, but about goals, communication, and personality.
• Sleep on it. Seriously. No one ever regretted making a big decision in 24 hours.

2. Underestimating onboarding time

If your onboarding plan is “we’ll figure it out as we go,” you’re setting both of you up for frustration. Even the most experienced OD needs time to adjust to your systems, patients, and practice culture. 

Instead plan for:

• At least a few weeks of hands-on training and shadowing.
• Clear documentation of your processes (EHR, billing, protocols, etc.).
• Regular check-ins to answer questions and offer feedback.

3. Skipping cultural alignment with the Associate OD.

Skills matter. So do credentials. But culture fit is what gets you a working and long-term employee-employer relationship.

Look for alignment in:

• Patient care philosophy: Do they share your approach to care and service?
• Communication style: Can they take (and give) feedback in a healthy way?
• Growth mindset: Are they in it to build something—not just clock in and out?

Where and How to Find the Right Associate OD

So—you’re clear on what you need. You’ve avoided the rookie mistakes. The truth is, great optometrists are out there. But if your job post sounds like a checklist and your outreach is limited to a Facebook group you haven’t checked in six months… It’s going to be a slog.

1. Use the right channels.

Leverage AOAExcel, Monster or Eye To Eye Careers. These attract professionals actively looking in your niche. Better yet, get help from Eye Care industry specific recruiters who have a vetted pool of candidates and can fast-track your search for a high-quality Associate OD. Also let your reps, colleagues, or alma mater know you’re hiring. Some of the best Associate ODs come from word of mouth.

2. What to include in your job post.

A job ad for an Associate OD shouldn’t read like a legal form—it should tell a story. One that shows what makes your practice a place they’ll want to grow, not just work. Basic contents should be competitive compensation & benefits, the practice culture, team environment and growth opportunities. 

3. Expect a challenge—and plan for it

Some candidates ghost. Some look great on paper but flop in interviews. And sometimes the timing just doesn’t align.

That’s why it helps to. Start early. Hiring always takes longer than you think. Stay patient and consistent with outreach. Get help if you need it—especially if you’re hiring for the first time.

Interviewing and Evaluating Associate OD Candidates

Your inbox finally has a few promising resumes. Now what? Let’s get into how to do this right—from what to ask, to what to watch out for, to making sure you’re not hiring blind. Here’s an infographic you can save. 

Hire with confidence with our 90 day guarantee! 

Hiring your first Associate OD is a big leap—but it doesn’t have to feel like a gamble. Want to have a safety net? We specialize in helping practice owners like you hire the right Associate OD the first time—and we back it up with a 90-day guarantee. 

If the fit isn’t right within the first 90 days, we’ll help you find a replacement—at no extra cost.

Here’s what your first three months with a new Associate OD might look like:

First 30 Days:

• Introduce your Associate OD to the team, systems, and daily rhythm.
• Provide a checklist of procedures, logins, and contacts.
• Shadow days with you or another provider to understand patient flow and expectations.

60 Days:

• Begin transitioning independent patient care.
• Offer feedback on clinical style, communication, and billing efficiency.
• Hold regular check-ins to answer questions and reinforce expectations.

90 Days:

• Review performance and alignment with your goals.
• Encourage open dialogue—what’s working, what’s not, and where they want to grow.
• Discuss long-term development and future responsibilities.

Remember, confidence grows when your new Associate OD knows what’s expected—and sees that you’re invested in their success.

Even the most self-sufficient Associate OD needs a safety net early on.

Here’s what to prioritize:

• Weekly Check-ins: Keep them short but meaningful. This isn’t just about metrics—it’s about culture, patient interactions, and support.
• Clear Points of Contact: Who does the Associate OD go to for scheduling questions? Billing quirks? Angry patients? Make it crystal clear.
• Mentorship Mindset: Even if you’re busy, offer open-door moments. Let them know you’re there—for advice, encouragement, or just a quick “you’ve got this.”

Why Knowing When to Leave an Eye Care Practice Matters

No job is perfect. But when your Eye Care practice consistently drains more than it gives, it’s time to check in with yourself. Because knowing when to leave isn’t quitting—it’s protecting your long-term potential.

Let’s look at the biggest red flags to watch for.

[Related Article: 9 Employer Red Flags to Look Out For]

1. Your Eye Care Practice Doesn’t Support Work-Life Balance

A healthy Eye Care practice should respect your time outside the clinic. Period. That means:

• Clear hours that don’t constantly bleed into your personal life.
• Flexibility for family, rest, and (gasp) hobbies.
• Reasonable patient loads that don’t feel like a conveyor belt.

When you’re constantly overbooked and under-rested, your performance slips. Patient care suffers. You suffer. Optometrists are healthcare professionals, not machines. If your current Eye Care practice is treating you like one, run.

2. Your Eye Care Practice Lacks Career Growth Opportunities

 When’s the last time you learned something new at work? If your growth has been flatlined for months (or years), your Eye Care practice might be holding you back more than you think.

A forward-thinking Eye Care practice should encourage you to grow—not guilt-trip you for wanting more. Whether it’s leadership training, a subspecialty focus, or simply better clinical tools, you deserve to work somewhere that’s as invested in your future as you are.

If your goals are getting bigger but your practice feels smaller… you know what to do.

Related Article: Continuing Education to Advance Your Optometry Career (A Guide)

3. Your Eye Care Practice Has High Turnover Rates

A revolving door at your Eye Care practice isn’t just a staffing issue—it’s a sign of deeper dysfunction. Whether it’s toxic leadership, unrealistic demands, or just zero accountability, high turnover usually points to an environment where people aren’t supported—or respected.

It messes with more than just morale. So if you’re the longest-tenured person in the building and you’ve only been there 14 months… It might be time to rethink your current Eye Care practice.

4. Your Eye Care Practice Doesn’t Value Your Input

The best practices don’t just tolerate input—they seek it out. They know that the people closest to the patients (that’s you) have the clearest view of what’s working, what’s broken, and what could improve. When you’re not being heard, you’re not being valued—and when you’re not valued, it’s only a matter of time before you burn out or check out.

If you’re starting to feel invisible in your own workplace, that’s a sign your Eye Care practice isn’t the right one for your voice, your growth, or your peace of mind.

5. Your Eye Care Practice Offers Below-Market Compensation

Optometrists are in demand. Salaries are rising. Practices are offering sign-on bonuses, CE stipends, relocation support, and juicy benefits to attract talent. If you’re still being offered pre-pandemic pay with zero incentives and a “free parking spot” as a perk… yikes. You spent years studying, training, and investing in this career. 

You deserve to be paid accordingly—not guilt-tripped into accepting the “honor” of working under budget.

6. Your Eye Care Practice Uses Outdated Technology or Equipment

If your EHR system crashes twice a day and you’re manually documenting everything. That’s not vintage or charming. That’s frustrating. You can’t deliver modern care with ancient tools—and you shouldn’t be expected to.

In today’s fast-paced optometry world, patients expect more—and so should you. A modern Eye Care practice should equip you with tools that help you deliver high-quality care efficiently. Technology evolves for a reason. It improves care, it saves time, and it helps you do your job better. If your current Eye Care practice isn’t investing in modern tools, it’s not just holding itself back—it’s holding you back.

7. Your Eye Care Practice Has a Negative Workplace Culture

If you find yourself mentally rehearsing conversations before asking for time off, or dreading shared lunch breaks because the tension is that thick, you’re not in a healthy environment.

When your Eye Care practice is steeped in negativity, collaboration dies. Communication suffers. And the emotional weight of the job becomes heavier than the clinical load itself. You end up doing damage control—on your team and yourself—before you even see your first patient.

Your workplace culture should support you, not drain you. It should lift your energy, not make you fantasize about faking a flu just to get a break. So ask yourself this: Am I energized by my environment, or exhausted by it? If it’s the latter, your current Eye Care practice may be costing you more than your sanity.

8. Your Eye Care Practice Doesn’t Align With Your Values

For many Optometrists, the tipping point isn’t always about money, scheduling, or titles—it’s about integrity. When your values clash with your practice’s business model, no paycheck is big enough to make that disconnect feel okay. When your Eye Care practice doesn’t align with your personal or professional ethics, it creates internal tension. The kind you carry home with you. The kind that makes you lose sleep at night. The kind that slowly pulls you away from the profession you once loved.

Value-driven work isn’t a luxury. It’s a non-negotiable. And you deserve to find an Eye Care practice that sees the same line in the sand you do—and refuses to cross it.

9. Your Eye Care Practice Isn’t Transparent With Expectations

Clear expectations are non-negotiable. And yet, so many Optometrists are stuck in roles where:

• Job responsibilities keep expanding without warning.
• Performance reviews are vague, inconsistent, or straight-up nonexistent.
• Goals change weekly—sometimes daily—with zero context.

This kind of chaos doesn’t just make it hard to succeed—it makes it hard to feel safe. You’re left second-guessing your performance, watching your back, and wondering if you’re ever “doing enough.”

You deserve clarity. Not just about what your role is, but how success is defined, how growth is supported, and how your contributions are evaluated. If your current practice can’t—or won’t—offer that? It may not be the right fit.

10. You’ve Outgrown the Mission of Your Eye Care Practice

You got into optometry because you care about people, outcomes, and quality care—not because you wanted to feel like a cog in someone else’s bottom line. But lately, the mission of your Eye Care practice doesn’t seem to line up with the kind of professional—or person—you’re becoming. 

Outgrowing a practice doesn’t mean you’re ungrateful. It means you’re growing. And growth isn’t something you should apologize for—it’s something you should chase. So if you’ve been feeling like the mission of your Eye Care practice no longer matches your own… that’s not just a sign. It’s your nudge to start looking for a place that does.

What to Do When Your Eye Care Practice Isn’t the Right Fit

So, what happens when you’ve read the signs, checked in with yourself, and the verdict is clear: this isn’t it?

First off, don’t panic. Realizing your current Eye Care practice isn’t the right fit isn’t a failure—it’s a turning point. And that turning point? It’s where growth begins.

Here’s how to move forward with purpose (and a solid plan):

1. Get Clear on What You Want

Use your current experience as data. What isn’t working? What would a supportive, growth-oriented Eye Care practice look like to you? Think about:

• Your ideal work schedule
• Professional development goals
• Type of practice setting (private, corporate, clinical)
• Culture, values, and leadership style

2. Update Your Resume + LinkedIn

Even if you’re not job-hunting tomorrow, start polishing your personal brand today. Highlight your strengths. Add certifications. Reclaim your professional story.

3. Start Networking (Quietly)

Reach out to peers, mentors, or recruitment specialists who know the Eye Care industry inside and out. You don’t have to blast your job search—just start exploring.

4. Partner with a Specialized Recruiter

( Hi, that’s us.) Eye To Eye Careers only works with Eye Care professionals. We don’t toss your resume in a pile—we match you with Eye Care practices that align with your skills, your values, and your goals.

5. Stay Professional Until You Pivot

Even if you’re mentally checked out, maintain your professionalism. Give notice when the time comes. Keep bridges intact. Your reputation is part of your long game.

Final Thoughts? Trust Your Gut 

The right Eye Care practice is out there. One that challenges you, supports you, and respects the career you’ve worked so hard to build. You don’t have to settle for less just because it’s comfortable or “not that bad.”

So trust your gut. You know when it’s time. And when you’re ready to make the leap? We’ll be right here to help you land exactly where you belong.