Liber Astro Healthcare acquires a 60% stake in established practices across Washington, Oregon, and Idaho. You keep 20% of your practice and roll 20% into equity in the parent group — along with your name on the door, your team, and full authority over clinical decisions.
You have probably taken the call from a consolidator already. A majority stake only works if the practice keeps running well afterward — which is why the commitments below go in the agreement, not in a pitch deck.
Staff retention and existing compensation are written into the transition plan, not left to post-close discretion. Your hygienist should not learn about the sale from a stranger.
We do not rebrand practices into a corporate identity. The reputation you built in your community is the asset — erasing it would be the first thing we got wrong.
Clinical decisions stay with clinicians. No corporate treatment protocols, no monthly targets shaping what you recommend to a patient in the chair.
Our founder served in Air Force Intelligence. Our board includes an Air Force Captain. That background shapes how we operate: plan the mission, brief everyone honestly, and take care of the people carrying it out.
It also shapes what we owe the communities our practices serve.
Every practice in the Liber Astro group offers free cleanings to veterans on:
We would rather tell you in the first ten minutes that we are not the right buyer than walk you through a month of diligence to get there.
Outside these ranges? Reach out anyway — the criteria describe where we can move fastest, not the only conversations worth having.
Nothing moves forward without your explicit go-ahead, and nothing becomes public until you decide it should.
Thirty minutes on where you are and what you want the next few years to look like. No documents, no valuation talk, no pressure.
Before you share a single financial statement. Your staff, your patients, and your referral network hear nothing at this stage.
We look at collections, payer mix, and the team, then put terms in writing — valuation, how your retained 20% and your rollover stake are treated, and the staff and branding commitments spelled out rather than implied.
Financials, legal, and financing, with our bank already in place. You set the closing date and we plan the announcement to your team together.
Every dentist we speak with wants to know these six things. Here are our answers before you have to ask.
They keep their roles and their pay. Retention terms are part of the agreement.
Yes, unless you would rather retire it. No forced rebrand.
20% of your practice, plus a rollover stake in the parent group sized to what your practice contributes.
Two to five years, agreed up front. Long enough for a real handoff, short enough to see the end from the start.
The treating dentist. We do not set treatment protocols or production targets.
When you choose. We plan the announcement with you and deliver it together.
Tell us about your practice and what you want the transition to look like. Nothing you share goes further without your written consent.