Don’t Let Bad Tax Advice Drill Into Your Finances

Dentists are no strangers to misinformation. Patients walk in with something they read on the internet about whitening hacks or miracle cavity cures, and you have to set the record straight. The same thing is happening with taxes, only the consequences can be far more expensive.

The IRS recently sounded the alarm about a wave of misleading tax tips spreading on social media. These aren’t just minor misunderstandings; they can lead to audits, rejected claims, and stiff financial penalties. As James Clifford, Director of Return Integrity and Compliance Services, explained: “People who follow this advice could end up with rejected claims and a penalty of up to $5,000 in addition to any other penalties that might apply.” So far, the agency has imposed more than 32,000 penalties, costing taxpayers more than $162 million. That’s a high price to pay for taking advice from a TikTok video.

It’s easy to see how these schemes hook people. Who wouldn’t want to believe there’s a hidden credit that could reduce your tax bill? But just like those too-good-to-be-true dental “hacks,” tax shortcuts you see online can do more harm than good.

The Lure of Fake Deductions

The most common scams promise credits that most taxpayers simply don’t qualify for. A few of the recent offenders include:

  • Fuel Tax Credit: This is real but reserved for very narrow uses like farming equipment or off-highway machinery. Most dentists driving to and from the office don’t qualify.
  • Pandemic-Era Leave Credits: Any claims for sick or family leave credits expired well before 2025 and are no longer available to most taxpayers. 
  • Employee Retention Credit (ERC): Designed for businesses hit by pandemic-related disruptions, but it has also expired. There were so many people filing under questionable circumstances that the IRS permanently paused new claims. 
  • R&D Tax Credits: Unless you’re inventing new dental technology in your spare time, you are very unlikely to qualify for this credit. Practice improvements will not count as “research and development.”
  • Charitable Deduction Scams: You must donate to IRS-qualified organizations to claim this deduction. Inflating donations or picking unqualified groups won’t fly, even if online promoters say otherwise. If you are unsure whether a nonprofit qualifies, we can help verify it for you. 

For dental practice owners and associates alike, falling for one of these “strategies” doesn’t just delay your refund; it can also result in penalties that eat into your hard-earned income.

Why Dentists Are Particularly at Risk

Running a practice or working as an associate often means long hours and little time to dig into the fine print of tax law. It’s tempting to lean on what you see shared by colleagues or on social platforms. But what worked (or appeared to work) for someone else could land you in serious trouble. Just as every patient case is different, every tax situation is unique.

Another danger? Unscrupulous tax preparers. Some promise outsized refunds, but don’t sign the return themselves. This is a huge red flag that you might be working with a “ghost preparer.” If the IRS comes calling, you’ll be left holding the bag. Others may use your information for identity theft.

The Case for Professional Guidance

The reality is simple: tax law is complex, and dentists face unique challenges when balancing personal and practice-related finances. From equipment depreciation to managing associate pay, your situation is nothing like the “average” taxpayer’s. That’s why advice pulled from Facebook or a message board is more likely to cause problems than provide solutions.

When you work with a qualified CPA who knows dentistry, you get:

  • Tailored advice that factors in your practice’s structure, your long-term goals, and your family’s financial picture.
  • Protection from penalties that could far exceed any short-term gain from a dubious deduction.
  • Accountability and peace of mind because your return is signed, accurate, and backed by someone who will stand by you if questions arise.

Stay Smart, Stay Safe

Just like patient care, your finances deserve expertise, not quick fixes. The internet may be full of “hidden” tax tips, but the only truly reliable path is working with a professional who understands both the IRS and the business of dentistry.

Don’t let misinformation eat away at your bottom line. If you’re unsure about a credit, deduction, or strategy you’ve heard about online, check with us before making a move. We are happy to help!

Podcast Recap: What Should Dental Students Know About the Business Side Before Graduating?

In a recent Beyond Bitewings episode, Ash sat down with David Mitchell, Meija, a D3 dental student at Texas A&M, to discuss what dental students really need to know before entering the profession. While most of dental school focuses on clinical training, the conversation highlighted how critical it is to also prepare for the business and financial realities of running or joining a practice.

Mitchell, who earned an accounting degree before attending dental school, shared his curiosity about the practical steps new dentists should take to be ready for life after graduation. Ash’s first piece of advice was to recognize that no one succeeds alone. He emphasized the importance of building a team of experts early on, including professionals such as CPAs, lenders, and legal advisors, who can help navigate decisions about location, financing, and contracts. While it’s possible to research these topics independently, having trusted advisors makes it easier to sort through information and apply it to your unique situation.

Location and financing topped the list of early concerns for aspiring practice owners. Ash noted that choosing the right place to live and work impacts not only a dentist’s professional success but also their family life. Financing is another hurdle, and knowing what terms, structures, or lenders make sense for a new practice is often best evaluated with expert guidance. Building these relationships before graduation helps new dentists hit the ground running.

The discussion also turned to associate agreements. Too often, new graduates sign contracts without fully understanding compensation models, restrictive covenants, or exit clauses. Ash urged dental students to have these agreements reviewed by experienced professionals who know what’s typical for a given market. Negotiating for terms that reflect fair compensation and realistic restrictions can make a significant difference in long-term career flexibility.

Financial literacy was another recurring theme. From setting aside money for taxes to starting retirement savings early, new dentists must shift quickly from the world of student loans to managing real income. Ash stressed the value of working with financial professionals to create plans for debt repayment, tax compliance, and long-term savings. Starting early with even modest contributions can harness the power of compounding growth over time.

Finally, Mitchell asked about the differences between corporate dentistry (DSOs) and private practice. While Ash acknowledged there are benefits to both, he explained that DSOs, driven by investors, often prioritize efficiency and volume, which can sometimes reduce time spent with patients. This model may not suit every dentist, particularly those who value longer patient interactions. As the profession continues to evolve, understanding these differences will help new dentists choose the path that aligns best with their personal and professional goals.

How IRS Staffing Cuts & System Strain Impact Taxpayers

Most dentists don’t spend much time thinking about how the IRS runs until something goes wrong. But when staffing levels are cut and outdated technology struggles to keep up, the ripple effects land directly on taxpayers and their advisors.

We saw this vividly during the COVID-19 years: mailrooms backed up, phone lines overwhelmed, and millions of paper-filed documents literally shredded. Unfortunately, even today, the IRS is still working with decades-old computer systems and a shrinking workforce. That combination makes routine tax administration harder than it should be, and it shows.

Longer Waits and Slower Processing

For dental practice owners expecting refunds, requesting transcripts for a business loan, or trying to resolve a tax notice, patience will be required. Reduced staffing means:

  • Refund delays can stretch for weeks or months beyond normal timelines.
  • Loan application slowdowns when lenders can’t get timely IRS transcripts to verify income.
  • Tax notices drag on, with responses and resolutions sometimes taking months or years.

Fewer Ways to Reach Real Help

Calling the IRS has never been easy, but reduced staff only makes it worse. Hold times of 30–60 minutes used to be considered long; now, taxpayers often face dropped calls or phone lines that simply aren’t staffed.

On the paper side, even though electronic filing has expanded, the IRS still requires many documents to be mailed. When those pile up, processing lags, and sometimes correspondence goes missing altogether. That leaves taxpayers in limbo, waiting for updates that may never come without repeated follow-ups.

The Cost to Small Business Owners

For busy dental professionals, the biggest hidden cost of IRS delays is time. When an issue drags on, accountants and advisors have to chase down answers, resend documents, and make repeated attempts to get clarity. That extra effort translates into higher costs for taxpayers, especially when something simple gets stuck in the system.

Why This Matters for Dental Practices

Dental practices often need timely IRS documentation to move forward with loans, refinancing, or business expansions. Delays can disrupt cash flow planning and add stress to already complex business decisions. And when the IRS is slow to process credits, refunds, or responses to tax notices, it ties up both money and attention you’d rather devote to your patients.

Looking Ahead

Ideally, government leaders would reduce tax complexity and restore IRS staffing and systems so that taxpayer services remain effective. However, under current plans, the IRS is facing deep operating and enforcement cuts, with no clear indication that Congress will reverse course anytime soon. It remains crucial for taxpayers, especially small business owners, to prepare for extended response times and reduced service levels:

  • File electronically whenever possible.
  • Keep thorough records in case correspondence is misplaced.
  • Build in extra time for loans or financial transactions that require IRS transcripts.

As your advisors, we’ll keep monitoring IRS developments and advocate for solutions that make the system work better. In the meantime, know that we’re here to help you navigate delays and reduce stress wherever possible.

Why Remitting Payroll Taxes on Time Is Critical

As a dental practice owner, your focus may be on patients, but the IRS requires just as much attention to payroll taxes. These aren’t just another line item; they’re legally classified as “trust fund taxes.” That means when you withhold federal income tax, Social Security, and Medicare from your employees’ paychecks, you’re holding those funds on behalf of the government. In the eyes of the IRS, failing to send them in promptly is more than a mistake. It’s theft, and the consequences include fines, criminal charges, and even prison time.

Real-World Cases: Payroll Tax Non-Compliance Comes at a High Cost

The IRS has made it clear that no business owner is too small or too specialized to be held accountable. Here are just a few examples.

  1. Nevada Dentist: A licensed pediatric dentist pled guilty to failing to remit payroll taxes, proving that even small dental practices face criminal enforcement.
  2. Virginia Business Owner: A Chester, VA, business owner was sentenced to two years in prison for withholding payroll taxes from employees’ wages but failing to send them to the IRS.  
  3. New Hampshire CEO: A tech company CEO in New Hampshire withheld but never paid millions in payroll taxes between 2014 and 2021. He received a 2½-year sentence and had to pay restitution exceeding $639,000. 
  4. Florida Payroll Provider: In an example of someone who definitely knew better, a payroll company owner diverted client tax funds for personal use and was sent to prison for more than four years. 
  5. Reality TV Personality: Peter Thomas, of The Real Housewives of Atlanta, was sentenced to 18 months and ordered to repay $2.5 million for failing to pay employment taxes across several businesses.  

Why This Matters for Your Practice

Payroll taxes are one of the most serious obligations you carry as a business owner. Even if you delegate payroll tasks to a staff member, accountant, or outside service, the IRS still holds you personally responsible.

Some owners convince themselves they’ll “borrow” from payroll tax funds to get through a tough month. But even a short delay counts as willful evasion in the eyes of the IRS. The result? Mounting penalties, damaged reputations, and, in the worst cases, criminal charges.

For dental practice owners already juggling patient care, staff management, and overhead costs, the added risk of payroll tax missteps is too great to ignore.

How to Stay Compliant

For most dental practices, the simplest and safest option is to partner with a reputable payroll provider, like ADP, that takes on the legal responsibility of calculating and remitting payroll taxes on time and in the correct amounts. Be sure to confirm that if the IRS ever issues a payroll-tax notice, they will handle the response at no additional charge. That shifts the risk away from your practice, so you and your team can focus on running the business and caring for patients, not trying to master the complexities of payroll law. And considering that IRS fines can be steep, as we established above, the cost/benefit ratio – and ability to sleep well at night – makes sense for most practices.

If you decide not to outsource, you’ll need to put strong guardrails in place to stay compliant:

  1. Fund immediately – Treat payroll tax liability as untouchable. Set the money aside as soon as payroll runs.
  2. Know your schedule – IRS deposit rules vary. Some practices remit monthly, others semi-weekly. Understand which applies to you.
  3. Automate where possible – Payroll software can reduce the risk of human error, but it won’t assume legal responsibility the way a provider like ADP does.
  4. Keep funds separate – Always store payroll taxes in a dedicated account so they are never mixed with operating funds.
  5. Act fast if you fall behind – The IRS offers options like installment agreements and voluntary disclosure, but only if you address problems quickly.

Remitting payroll taxes on time isn’t optional; it’s a legal non-negotiable. Whether you rely on a provider or manage it in-house, the key is to treat these funds as sacred. For many practice owners, outsourcing is the easiest way to eliminate the risk and sleep better at night.

If you’re ever unsure about your payroll tax process or if you’ve already fallen behind, reach out to us immediately. The cost of prevention is always lower than the cost of IRS enforcement, whether measured in dollars, reputation, or even freedom.

Rethinking Employee Benefits: A Strategic Move for Dental Practices

Running a successful dental practice today requires more than great clinical skills. It also means competing for talented hygienists, assistants, and administrative staff in a labor market where turnover is high and expectations have shifted. Salary will always matter, but for many employees, benefits are what make or break their decision to stay.

For dentists, that creates an opportunity: by choosing benefits that are both tax-efficient and resonate with employees, you can strengthen loyalty, reduce hiring headaches, and manage costs at the same time.

What Your Team Really Wants

Anyone running a dental practice knows firsthand that staffing challenges are real. National surveys show that employees consistently point to a handful of priorities when evaluating an employer:

  • Flexibility and balance – More workers want schedules that support their personal lives. While chairside roles can’t be remote, creative scheduling options go a long way.
  • Health coverage – Affordable, reliable health insurance remains non-negotiable for most employees.
  • Support for well-being – From mental health counseling to wellness stipends, employees expect resources that address stress and burnout.
  • Retirement planning – Economic uncertainty has younger employees thinking about their future sooner. Access to savings plans is a big differentiator.
  • Professional growth – Tuition assistance, CE support, and training stipends signal that you’re invested in long-term careers, not just filling today’s openings. Some practices are also offering a personal growth stipend that goes beyond CE, giving employees the freedom to invest in themselves in meaningful ways.
  • Time off and holidays – Paid time off, vacation, and holiday schedules remain among the most visible and valued benefits and can significantly impact loyalty.

Ignoring these priorities can be costly: research shows a majority of employees would consider leaving for another employer whose benefits better match their needs. For practices that can’t always match the salaries of DSOs, a tailored benefits package can level the playing field.

Where Taxes Come Into Play

Here’s the good news: many of the benefits employees value most qualify as fringe benefits under IRS rules. While not all are automatically tax-free, a surprising number either avoid being taxed to the employee and remain deductible for the practice

That dual advantage means you can invest in benefits that matter without putting a lot of extra pressure on your bottom line.

Tax-Savvy Benefits That Deliver

Consider how these common options can align with both staff satisfaction and tax efficiency:

  • Health Insurance – Premiums paid by the practice are generally deductible, while employees don’t pay tax on the coverage.
  • Retirement Plans – 401(k)s, SIMPLE IRAs, or similar plans allow deductions for the practice. Plus, small employers may qualify for tax credits to offset startup and administrative costs.
  • Continuing Education Support – Practices can provide up to $5,250 annually in tax-free educational assistance per employee, perfect for CE credits or skill-building.
  • Wellness & Mental Health Resources – Employee assistance programs may qualify as tax-free benefits and are increasingly seen as essential.
  • Commuter Benefits – Transportation and parking benefits are deductible up to IRS limits, reducing taxable income for employees.
  • Meals – Some meal expenses remain partially deductible under current IRS rules.

Why This Matters for Dental Practice Owners

When you design benefits with both employee demand and tax treatment in mind, you accomplish three things at once:

  1. You retain your best people. Turnover is expensive both financially and in patient experience.
  2. You manage costs strategically. Smart use of deductible benefits lowers your practice’s tax liability.
  3. You compete with larger employers. Even if you can’t match salaries, you can differentiate yourself with benefits that employees value deeply.

In today’s environment, benefits aren’t a “nice to have,” they’re a core part of your talent strategy. For dental practices, taking time to regularly evaluate both employee needs and tax implications can pay dividends in loyalty, profitability, and peace of mind.

If you have questions about the tax deductibility of benefits you are considering, let us know. We are happy to help. 

Rethinking Employee Benefits: A Strategic Move for Dental Practices

Running a successful dental practice today requires more than great clinical skills. It also means competing for talented hygienists, assistants, and administrative staff in a labor market where turnover is high and expectations have shifted. Salary will always matter, but for many employees, benefits are what make or break their decision to stay.

For dentists, that creates an opportunity: by choosing benefits that are both tax-efficient and resonate with employees, you can strengthen loyalty, reduce hiring headaches, and manage costs at the same time.

What Your Team Really Wants

Anyone running a dental practice knows firsthand that staffing challenges are real. National surveys show that employees consistently point to a handful of priorities when evaluating an employer:

  • Flexibility and balance – More workers want schedules that support their personal lives. While chairside roles can’t be remote, creative scheduling options go a long way.
  • Health coverage – Affordable, reliable health insurance remains non-negotiable for most employees.
  • Support for well-being – From mental health counseling to wellness stipends, employees expect resources that address stress and burnout.
  • Retirement planning – Economic uncertainty has younger employees thinking about their future sooner. Access to savings plans is a big differentiator.
  • Professional growth – Tuition assistance, CE support, and training stipends signal that you’re invested in long-term careers, not just filling today’s openings. Some practices are also offering a personal growth stipend that goes beyond CE, giving employees the freedom to invest in themselves in meaningful ways.
  • Time off and holidays – Paid time off, vacation, and holiday schedules remain among the most visible and valued benefits and can significantly impact loyalty.

Ignoring these priorities can be costly: research shows a majority of employees would consider leaving for another employer whose benefits better match their needs. For practices that can’t always match the salaries of DSOs, a tailored benefits package can level the playing field.

Where Taxes Come Into Play

Here’s the good news: many of the benefits employees value most qualify as fringe benefits under IRS rules. While not all are automatically tax-free, a surprising number either avoid being taxed to the employee and remain deductible for the practice

That dual advantage means you can invest in benefits that matter without putting a lot of extra pressure on your bottom line.

Tax-Savvy Benefits That Deliver

Consider how these common options can align with both staff satisfaction and tax efficiency:

  • Health Insurance – Premiums paid by the practice are generally deductible, while employees don’t pay tax on the coverage.
  • Retirement Plans – 401(k)s, SIMPLE IRAs, or similar plans allow deductions for the practice. Plus, small employers may qualify for tax credits to offset startup and administrative costs.
  • Continuing Education Support – Practices can provide up to $5,250 annually in tax-free educational assistance per employee, perfect for CE credits or skill-building.
  • Wellness & Mental Health Resources – Employee assistance programs may qualify as tax-free benefits and are increasingly seen as essential.
  • Commuter Benefits – Transportation and parking benefits are deductible up to IRS limits, reducing taxable income for employees.
  • Meals – Some meal expenses remain partially deductible under current IRS rules.

Why This Matters for Dental Practice Owners

When you design benefits with both employee demand and tax treatment in mind, you accomplish three things at once:

  1. You retain your best people. Turnover is expensive both financially and in patient experience.
  2. You manage costs strategically. Smart use of deductible benefits lowers your practice’s tax liability.
  3. You compete with larger employers. Even if you can’t match salaries, you can differentiate yourself with benefits that employees value deeply.

In today’s environment, benefits aren’t a “nice to have,” they’re a core part of your talent strategy. For dental practices, taking time to regularly evaluate both employee needs and tax implications can pay dividends in loyalty, profitability, and peace of mind.

If you have questions about the tax deductibility of benefits you are considering, let us know. We are happy to help. 

Podcast Recap: Attracting and Retaining Dental Talent with Employee Wellness and Retirement Benefits

On this episode of Beyond Bitewings, Ash sat down with Kelly Majdan of OneDigital and Power Through Wellness to explore how financial planning and personal well-being work together, especially for dental practice owners. Kelly’s core message: your long-term financial outcomes are closely tied to your long-term health. The healthier you are, the further your savings can stretch, and the more likely you are to enjoy the future you’re working toward.

A big portion of the discussion focused on 401(k)s for dental practices. Kelly debunked some common misconceptions, chief among them that plans are too expensive or administratively heavy to start. In reality, thoughtful plan design can begin simply (even with employee deferrals only), and many costs are deductible. Recent updates under SECURE 2.0 and state programs can also reduce startup costs or provide credits, and employers can add matching contributions later as cash flow allows.

Benefits aren’t just about tax savings either; they’re a recruiting and retention tool. As hiring stays competitive, especially for hygienists and experienced clinical staff, candidates increasingly expect retirement benefits. Kelly noted that today’s workforce is more financially literate and evaluates employers on total rewards, not just pay and bonuses. Offering a 401(k) signals stability and support. One option she recommended dental practice administrators consider is a student loan match provision. This allows employers to contribute to an employee’s 401(k) when that employee makes qualifying student loan payments, an attractive differentiator for teams carrying education debt. (Check out this article we wrote on this topic to learn more.)

The conversation also dug into burnout and the day-to-day realities of clinical work. Practice leaders can set the tone for wellness by making care accessible and practical; think on-site services (like periodic chiropractic adjustments), flexible ways to use existing benefits, and removing barriers that keep people from getting help. A simple but powerful step can be to simply ask your team what they need through quick surveys, then mine what your current benefit partners already offer before buying anything new.

For owners 10–15 years from retirement, Kelly emphasized the importance of building a coordinated plan now with your financial planner and CPA. Your 401(k) may be the anchor, but other tools, such as cash balance or supplemental plans, could play a role depending on goals, timeline, and practice transition plans. Early, steady preparation helps avoid a rushed exit and gives you time to align finances with the kind of post-practice life you actually want.

Ultimately, the episode framed “wealth and wellness” as two sides of the same coin. Investing in your health supports the life you’re saving for, and investing in your team’s financial health strengthens retention, engagement, and patient experience. If you have questions about any of these topics or how they apply to your practice, the Edwards & Associates team is here to help.

How Hiring Your Children Can Cut Your Tax Bill

With the 2025 tax-planning season approaching, we know that many of you are looking for smart, legal strategies to reduce your tax burden. One option that’s easy to overlook but made more attractive under the One Big Beautiful Bill Act (OBBBA) is hiring your children.

How OBBBA Makes Hiring Your Kids a Smart Tax Move

The OBBBA permanently eliminated the dependent exemption but raised the standard deduction for single taxpayers to $15,750 in 2025 (up from $15,000 in 2024, with annual inflation adjustments). This change allows your child to earn up to $15,750 in W-2 wages tax-free if they have no other income, since the standard deduction fully offsets those earnings.

For dental practice owners, this opens the door to both family and practice benefits, as long as you pay a fair W-2 salary for legitimate, documented responsibilities. Common examples include managing your social media (and in some cases serving as models for those campaigns) or coordinating community events, but age-appropriate work like filing, office organization, janitorial work, or other support tasks may also qualify.

Here’s what this strategy can mean for you:

  • Avoid Federal Income Tax for Your Child – As long as their earnings stay within the standard deduction, they owe nothing in federal income tax.
  • Potentially Enjoy Payroll Tax Savings – If your practice is a sole proprietorship or a partnership with both parents as partners, wages paid to children under 18 are also exempt from Social Security and Medicare taxes.
  • Lower Your Own Taxable Income – Wages paid to your child are deductible to the practice, reducing taxable income and effectively shifting dollars into a zero-tax bracket.

Just like any other employee, your child must actually perform the work, and you’ll want to maintain job descriptions, timesheets, and payroll records to demonstrate the arrangement is legitimate.

Please Note: To use this strategy, children must be claimed as dependents on your tax return. The biggest payroll tax savings apply when they are under 18. Children 18 and older can still be employed, and their wages remain deductible, but payroll taxes will apply.

Hiring Your Kids: More Than Just Tax Savings

Hiring your children isn’t just about reducing your tax bill; it can also give them valuable work experience and bring fresh energy to your practice’s marketing and community engagement. With the right documentation and planning, it’s a compliant strategy that supports your practice, your family, and your long-term tax planning.

If you’d like to explore whether this strategy makes sense for your practice, our team is here to help during your upcoming tax-planning session.

Podcast Recap: Proven HR Solutions for Practice Owners

In a recent episode of Beyond Bitewings, host Ash from Edwards & Associates sat down with Michelle Griffin, CEO of Griffin Resources, to discuss the critical role human resources plays in helping dental and medical practices run more smoothly. From hiring and onboarding to compliance and culture, Michelle offered practical insights that any dental practice can benefit from, especially those without a dedicated HR professional on staff.

One of the key takeaways from the conversation was the importance of HR compliance. Michelle noted that nearly every aspect of HR is tied to local, state, or federal laws, and overlooking things like proper onboarding documents or I-9 forms can lead to serious issues. For multi-location or multi-state practices, it gets even more complicated, especially as labor laws can vary not only by state, but sometimes even by county.

She also cautioned practice owners about the risk of misclassifying employees, such as treating hourly workers as salaried or mislabeling staff as independent contractors. These decisions, often made for convenience, can expose practices to legal and financial liabilities down the line.

When the topic turned to mergers and acquisitions, Michelle stressed the need for clean, consistent HR records, especially when a practice is preparing to sell. Buyers often assess compliance risks during due diligence, and missing documents or unclear employee classifications can affect a practice’s valuation. She also shared some cautionary tales of fraud discovered during transitions, highlighting the need for strong internal controls, especially around payroll and benefits.

For practices looking to attract and retain top talent, Michelle encouraged owners to highlight their unique strengths. While a small office may not be able to compete with corporate benefits, many offer supportive environments, flexible schedules, and strong team dynamics, all things that can be just as important to job seekers. But keeping those team members long-term means living up to the promises made during recruitment and investing in their growth once they’re on board.

Finally, Michelle underscored the importance of empathetic leadership. The best practice owners she’s seen are the ones who treat their employees like people, not just resources. That includes understanding their goals, supporting work-life balance, and creating a culture where employees feel heard and valued.

If you’re a dental practice owner navigating people challenges, compliance headaches, or planning for a transition, this episode is a must-listen.

Is ChatGPT the New Google? What Dentists Need to Know About AI-Driven Search

More and more people are turning to ChatGPT and other AI tools to get quick, conversational answers to their questions, including ones about dentistry. Instead of typing “dentist near me” into Google, they’re asking, “Who’s a good cosmetic dentist in Dallas?” or “How can I relieve tooth pain until my appointment?” And the responses they get aren’t just links; they’re summaries based on what AI tools can find and understand from the web.

So, how do you make sure your dental practice shows up in those AI-generated results? It starts with a shift in mindset: optimizing your site not just for human readers and Google’s search engine, but also for the algorithms behind tools like ChatGPT, Claude, Gemini, and others.

Why Does This Matter for Dental Practices?

AI search works differently than traditional search engines. Rather than simply showing a list of links, these tools “read” websites and extract what they consider to be the most helpful, relevant information. That means clear, structured content and authority matter more than ever.

Even if your website looks great and ranks well on Google, it may not be understood or surfaced properly by AI, unless it’s optimized for machine interpretation.

For example, if ChatGPT is asked to recommend a “trusted cosmetic dentist in Dallas,” and your practice has well-structured service pages, schema markup, and authoritative blog content, you’re much more likely to be featured in the AI’s response. 

The Key to AI Visibility: Structured Data + High-Quality Content

To improve your AI visibility, your website needs two things:

  1. Structured Data (Schema Markup)
    Schema is code added behind the scenes that tells search engines and AI tools what your content means, not just what it says. For dental practices, useful schema types include:
    • LocalBusiness
    • Dentist
    • Service
    • FAQ
    • Review

This makes it easier for tools like ChatGPT to pull accurate, trusted information when users ask about services, hours, team members, or even dental procedures.

  1. Clear, Authoritative Content
    You don’t need hundreds of blog posts, but you do need helpful content written in natural language:
    • Detailed service pages (e.g., “Invisalign in Dallas” or “Root Canal Therapy for Nervous Patients”)
    • A strong “About” page with credentials and local ties
    • Blog posts that answer common patient questions
    • An FAQ page that uses real, conversational questions

How to Know If You’re On the Right Track

Here’s the good news: If you’re already investing in SEO and content marketing, you may be closer than you think. But now’s the time to double-check whether your site is built for both human and AI understanding.

Some questions to ask your marketing or web team:

  • Is schema markup installed and customized for our business type?
  • Do our service pages clearly describe what we offer and where?
  • Are our blogs answering common patient concerns and questions?
  • Is our NAP (name, address, phone) consistent across directories?

AI Search Isn’t the Future – It’s Already Here

Whether it’s a patient searching for a dentist or a recent dental graduate looking for an employer, people are increasingly relying on AI tools to filter out noise and get answers faster. If your website isn’t showing up in those answers, you could be missing out on new patients and new opportunities.

Taking a few extra steps now to optimize your content for both humans and machines will help ensure your practice remains visible, no matter how people choose to search.

Podcast Recap: Maximize Your Dental Practice Value With Effective Trust Strategies

In this episode of Beyond Bitewings, Ash sits down with estate planning attorney Antoinette Bone to explore a topic many dental practice owners delay far too long: creating a trust. With decades of legal experience, including time as a JAG in the Air Force, Antoinette has helped countless professionals protect their assets, businesses, and families through thoughtful estate planning, and she’s on a mission to help dentists understand why trust-based planning is essential.

Antoinette explains that while wills serve an important purpose, they don’t offer the flexibility, privacy, or control that trusts do, especially for practice owners. A well-structured trust can streamline the transition of ownership, provide for loved ones, and preserve the value of a dental practice long after the owner retires or passes away. For those with multiple practices or a desire to avoid probate, trust-based planning becomes even more critical.

She also highlights a key point many dentists overlook: estate planning isn’t just about death – it’s also about protecting your practice in the event of incapacity. If you’re sidelined by illness or injury, having the right legal tools, like durable powers of attorney, healthcare directives, and properly structured trusts, ensures someone you trust can manage your affairs and keep your business running.

Throughout the episode, Antoinette warns against taking shortcuts, such as using online legal forms or skipping the operating agreement when forming a business. Without proper planning and coordination between your estate plan and business structure, your assets, and your loved ones could be left vulnerable. She stresses that estate planning is deeply personal and should reflect both your family dynamics and your financial goals.

Perhaps most importantly, Antoinette reminds listeners that creating an estate plan is an act of love. It reduces the burden on your family during emotionally difficult times and helps avoid confusion or conflict. Whether you’re just starting your practice or planning to retire in the coming years, now is the time to put the right plans in place.

To learn more about Antoinette Bone and the resources she offers, visit abonelaw.com or check out her educational videos on YouTube at youtube.com/abonelaw. And for more expert insights on managing the business side of dentistry, be sure to subscribe to Beyond Bitewings.

Disaster-Proofing Your Dental Practice: Why Planning Ahead Protects More Than Property

The devastating flooding in central Texas has been a sobering reminder of how quickly disaster can strike. While nothing compares to the loss of life and community displacement, these events also bring major disruptions to small businesses, including dental practices. Offices can flood, equipment can be destroyed, and patient records can become inaccessible overnight.

While this post isn’t financial advice in the traditional sense, being prepared for a natural disaster is essential to protecting the financial health of your practice. Without a plan, your ability to reopen, pay staff, file insurance claims, and maintain patient trust could be severely compromised. And with peak hurricane season approaching, now is the time to revisit your plan or create one if you haven’t already.

According to a survey published in the Annals of Emergency Medicine, more than 65% of healthcare professionals reported having no prior disaster preparedness training. And while data specific to dental practices is scarce, the American Dental Association (ADA) stresses that far too many offices still lack comprehensive emergency plans. As accounting and financial advisors for dental practices, we’ve seen how unprepared practices face prolonged financial recovery while those with a solid plan bounce back faster and stronger.

Here’s what to know and what you can do now to safeguard your practice and its bottom line.

Why Disaster Planning Should Be Part of Your Financial Strategy

  • Cash Flow Can Vanish Overnight: A flood or fire can shut your practice down for weeks, even months. Without emergency reserves or business interruption insurance, paying staff, rent, or loan obligations can quickly become impossible.
  • Insurance Claims Take Time: Even with great coverage, claims processing doesn’t happen overnight. Having documentation, like inventory records, vendor contracts, and pre-disaster financial reports, on hand can speed things up and ensure full reimbursement.
  • Lost Data = Lost Revenue: If your practice management software or EHR system goes down without a backup, you risk losing billing info, treatment plans, and patient history. That’s not just an inconvenience; it’s a revenue and compliance risk.
  • Recovery Costs Add Up Quickly: Water remediation, equipment replacement, and temporary relocation costs can easily run into six figures. Planning ahead gives you options beyond emergency loans or dipping into retirement savings.

Practical Steps to Protect Your Practice

  • Review and Strengthen Your Emergency Plan: Make sure you have a written plan that covers evacuation procedures, patient communication, data recovery, and roles for each team member. If you don’t have one yet, the ADA has helpful guidance here.
  • Secure Your Data and Records: Use encrypted cloud backups for patient records, accounting files, and insurance documents. Keep physical copies of essentials off-site and review your backup strategy regularly.
  • Assess and Update Insurance Coverage: Ensure your policy includes business interruption, equipment replacement, and extra expense coverage. Talk to your broker about what’s covered and what’s not.
  • Build a Cash Reserve: Set aside 1-3 months of operating expenses in a dedicated account. This cushion can keep you afloat during unexpected closures.
  • Document Assets and Inventory: Keep an up-to-date record (with photos) of your equipment and furnishings. Store it securely, off site, with your financials so it’s ready in case of a claim.
  • Train Your Team: Emergency plans only work when your staff knows what to do. Hold regular drills, assign responsibilities, and include disaster response in new employee onboarding.

Preparation Builds Resilience

No one wants to think about disasters, especially in a profession built around care and connection. But ignoring the possibility puts your livelihood, your patients, and your financial future at risk. A well-prepared dental practice isn’t just safer, it’s more resilient, more trusted, and better positioned to recover when the unexpected happens.

At Edwards & Associates, we help dental professionals plan not just for growth, but for risk. From reviewing your cash reserves to managing your monthly bookkeeping to guiding you through business transitions, we’re here to support you. We can also connect you with vetted professionals who specialize in everything from emergency preparedness to IT and facilities planning. You don’t have to do it alone.