A ten-minute survey that shows a dental leader how each person on the team is wired, where the job is wearing them down, and one thing to do about it — every morning the office is open.
Start your practice — free →See your own profile in 10 minutesFree during the beta · two minutes to set up · no password, sign in by email. Already set up? Sign in.
What a Bedrock is: Same excellence, every chair, every day — the person the schedule is quietly built around. Tell them what excellent looks like; they'll deliver it daily.
Built up by: a routine that works, finishing what they start, knowing exactly where the bar is.
Burned out by: surprise pivots, vague instructions, watching corners get cut.
Biggest friction: the seat asks her to improvise all day; she's built for a plan. It feels like never being finished.
One way to relieve it: a five-minute morning walk-through of the day's changes before the first patient.
Every practice owner has lost someone good and found out why afterward. The signs were there — the assistant who went quiet, the hygienist doing three jobs, the front desk carrying everyone's stress — but nobody had the words for them until the two-weeks notice.
Personality tools from outside dentistry produce a report, a moment of recognition, and a binder on a shelf. Nothing touches Tuesday at 7:30.
What losing one person costs: a hygienist $47,000–$100,000+ (a dark column burns $1,200–$1,600 a day, and 92% of recruiting dentists call the search very or extremely challenging — ADA HPI, Q1 2026); an office manager $28,000–$49,000 plus every system that lived in their head; a treatment coordinator $25,000–$45,000 to replace while the acceptance engine stalls; a dental assistant ~$10,000 direct, with ~$110,000 of revenue at risk if the seat stays open a year (DANB/DALE).
RoleWired exists for exactly this margin: it catches friction before it becomes a resignation and puts people where they naturally produce. One saved team member — at any seat — pays for the platform for years.
Each person picks words twice — the real me, and the version of me this job requires. The gap between the two, across six dimensions, is their Friction: the single best early warning of burnout and surprise resignations. Their Voltage is the size of their tank. High Friction on a small tank is the alarm.
Twelve Workstyle Profiles — Rainmaker, Conductor, Bedrock, Gatekeeper, and eight more — each with what builds that person up, what burns them out, and how to manage them. Plus a seat-fit grid, an optimal re-seat, hiring by fit, and a Culture Dashboard for the whole office.
The Know your people card: one person a day, rotating through the team, in the app or in your inbox at 7:30. Written for the doctor, and separately for the office manager, so the two of you are never working the same person the same day. Repetition is how you learn your people; quarterly re-assessment keeps the cards true.
Survey links for every seat, and results that file themselves.
The full dashboard — Team profiles, Culture Dashboard, Seat Fit, Re-seat, Hiring, the Workstyle Profiles library, Performance — shared across every computer in the office.
Two daily card decks, one for the doctor and one for the office manager, on separate schedules.
Delivered your way: in the app, by email each morning, or as an event on your Google, Outlook, or Apple calendar.
A written Team Debrief and a printable relief plan for every person.
Hiring by fit — send an applicant the survey and see the seat match before the interview.
Ninety-day re-assessment with a rotating word list, so the picture stays current.
Setup is an afternoon: send the link, ask for full names, read the debrief a week later, and let the cards do the rest.
Three rules built in: results start conversations and never decide them · never the basis for termination · "I've noticed," not "the assessment says."
Set it up yourself in two minutes, or send the form below and Roger will set it up with you on a call. Free during the beta. Founding practices lock a $99 / month rate for the life of the subscription when billing begins, in exchange for honest feedback and a willingness to re-assess on schedule.