For Sales

How to pitch the HR module, handle objections, and win against the "we already have payroll" status quo. (Pre-release: sell it as what's coming next, and use it to extend contracts, not as GA today.)

The 30-second pitch

"You already run your clinic in Dentolize — the calendar, the patients, the invoices. The HR module means you also run your staff in Dentolize: their records, their leave, their attendance, and their payroll — GOSI, end-of-service and a WPS bank file included. And because it's built on Dentolize accounting, every payday is already reconciled in your books. No export, no spreadsheet, no second vendor."

Who to sell it to

• The clinic owner / director — cares that payroll is correct and that

compliance expiries don't blow up (an expired professional license can shut a chair down).

• The accountant — cares that payroll posts cleanly to the GL, that GOSI and

end-of-service sit in the right liability accounts, and that they can pull a WPS file without re-keying.

• The HR manager / office manager — cares about leave approvals, the "who's

in today" board, and not chasing paper documents.

The competitive angle

Most dental practice-management systems stop at clinical + billing. Standalone Gulf payroll tools (Mudad integrations, local HR suites) don't know anything about the clinic. Dentolize is the only one that has both halves. The wedge:

• vs. spreadsheet payroll: proration, GOSI, loan installments and

end-of-service are error-prone by hand; here they're computed and posted together.

• vs. a separate HR/payroll product: no double data entry of staff, no

reconciliation between two systems, one login, one bill.

• vs. other dental PMS: they simply don't do payroll or GOSI at all.

Objection handling

"We already use [payroll tool]." Fine — but does it know your clinic's attendance, your doctors' commission, and does it post to the same ledger you invoice from? Here the payroll run reads the same commission and attendance data the clinic already produces, and writes to the same books. The saving is the reconciliation you do every month between two systems.

"Is it GOSI-compliant?" It computes and posts GOSI as employee-withheld and employer-accrued contributions, and the rates are yours to set in settings — so you match whatever your establishment's registered rates are. Be precise: we support GOSI contributions; we are not a certified filing agent. (See Payroll Money Paths for exactly what it computes.)

"What about end-of-service?" It accrues a monthly end-of-service provision automatically (half-month/year under 5 years, full month after) and lets you pay it out against that provision. Honest caveat to set expectations: it's a straight-line monthly approximation using current base salary — great for provisioning and books, but final settlement figures should still be checked against a labor-law calculation.

"Will it handle Ramadan / seasonal hours?" Yes — you define reduced-hours periods (later start, shorter day), company-wide or per branch, and attendance/lateness/overtime all respect them.

"Does it work on mobile?" Yes — full parity port. Managers approve leave, record loan repayments, edit employee records, and view the live Today board from the phone app. (Two small gaps to be transparent about: on mobile a loan repayment dates to today and a manager assigns leave from the web, not the phone. See Mobile Parity.)

"How much re-training?" It lives under a single HR Hub in the same sidebar, and it reuses the same tables, forms, and permission model as the rest of Dentolize. If they can run invoicing, they can run this.

Deal expanders

• Multi-branch clinics — org chart, per-branch reduced-hours, punctuality by

branch report: this is where the value compounds.

• Clinics with associate doctors — doctor commission already flows into the

payroll run and the per-procedure commission grid.

• Groups planning to grow headcount — the ATS + onboarding checklists + job

grades make the "we're hiring" story part of the platform.

What NOT to promise

• No automatic government submission/filing.
• No certified statutory guarantee on GOSI amounts or end-of-service settlement.
• It's unreleased — sell timeline and roadmap, get design-partner commitments,

don't quote a live GA date you don't have.