Oral & Maxillofacial Surgeon Interview Questions
What to ask a surgical specialist, and what a strong answer actually sounds like.
Clinical training is largely settled by the residency and the licence, both of which you can verify before the interview. The conversation is for the narrower things: how this surgeon handles a case that goes sideways, how they get cases in the first place, and whether the privileges or permits the role needs are actually in place.
Before the interview
Verify the state dental licence by name and number before the interview, not after.
If the role needs hospital privileges or an anesthesia permit, ask the candidate directly what they currently hold and where it was issued — permits and privileges are typically not transferable between states or hospitals without separate action.
Know your own referral numbers before you ask about theirs — how many general dentists refer, how consistently, and what share of your caseload they represent.
A strong candidate will ask, and a vague answer tells them more about the job than anything else you say.
Case judgment
Walk me through a case where the surgical plan changed once you were already in it. What did you do?
What to listen for: A clear decision point and who they told — the patient, the referring dentist, or an anesthesia provider — not just a description of the surgical fix. Candidates who skip straight to the technical recovery without naming who they communicated with are describing a procedure, not a case.
How do you decide when a case needs to go to the hospital rather than stay in-office?
What to listen for: Concrete criteria — medical complexity, anesthesia risk, extent of the procedure — rather than a vague sense of comfort level. This is also where you learn whether their judgment matches what your own facility and permit level actually support.
How do you handle a post-op complication a patient calls you about after hours?
What to listen for: A specific process for triage and escalation, and comfort taking the call rather than deflecting it. Oral surgery has a real complication rate that any honest surgeon will discuss plainly.
Referrals and caseload
How have you built and kept relationships with referring general dentists?
What to listen for: Something specific and repeatable — case reports back to the referring dentist, being reachable when a GP has a question, visiting practices. An answer that treats referrals as something that simply arrives describes a surgeon who will wait for your caseload to fill them.
What share of your caseload came from GP referrals versus direct patient inquiry in your last role?
What to listen for: Concrete proportions and awareness of the difference. A candidate who has never tracked it won't notice when your referral flow softens.
Credentials and privileges
Which hospitals have you held privileges at, and are they still active?
What to listen for: Specific hospital names and honesty about whether privileges lapsed. Privileging is granted by the hospital, not the state, and a lapse means the process restarts — plan the timeline accordingly rather than assuming continuity.
What anesthesia/sedation permit do you currently hold, and in which state?
What to listen for: A specific permit level and state. Permits are state-issued and generally don't transfer automatically — if you're hiring across a state line, this determines how soon they can actually administer anesthesia in your office.
Worth a second look
None of these is disqualifying on its own. Each is worth a follow-up question.
- Cannot describe a case that didn't go as planned, or how they communicated about it.
- Treats referral relationships as something that simply arrives rather than something built.
- Vague about which state issued their licence or anesthesia permit, or when either expires.
- Cannot name where they've held hospital privileges, if the role requires them.
- No questions about your referral base, case mix, or facility setup.
After the interview
Verify the state licence, and any anesthesia permit or hospital privileges the role depends on, before extending an offer — not after.
ABOMS board certification, if the candidate holds it, is a distinction to note, never a substitute for verifying the licence or a required permit.
If hospital privileging needs to happen before the start date, begin that process as soon as an offer is accepted — it routinely takes longer than a typical notice period.
Hiring now?
Post the role and start seeing oral surgeons who are actively looking.