Imaging, Lab & Diagnostic Centers Recruiters
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Freestanding centers under ACR accreditation, MQSA, CLIA and CAP; technologist and lab personnel licensure varies by state.
Contingency search. No fee unless you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
No upfront fee· Pay only if you hire· Healthcare recruiting only· We reach people who aren't on job boards· Written replacement terms on standard searches
Roles we fill here
Primary Care & Hospital-Based Physicians
Imaging, Lab, Rehab & Diagnostic Services Leadership
Executive Leadership: C-Suite & VP
Medical Imaging & Radiation Therapy
Cardiovascular, Respiratory & Neurodiagnostic Technologists
Clinical Laboratory & Pathology
Medical Assistants, Nutrition & Patient Support
Medical Coding, Billing & Patient Financial Services
Travel & Rapid Response Clinicians
Setting-specific role searches
Hiring situations
Specialty sub-settings
What does the hire need to do?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
What roles do we recruit in imaging, lab, and diagnostic centers?
We recruit for freestanding imaging, laboratory, and diagnostic sites. That includes radiology directors, lab directors, managers, supervisors, technologists, sonographers, phlebotomy, and support staff. We speak with you about the room, bench, modality, shift, and reporting line before we begin.
We also work on roles tied to outpatient imaging, reference testing, breast centers, and multisite diagnostic groups. Permanent direct hire is our core. No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements.
What does a workday look like in these centers?
A typical day starts with schedules, add-ons, specimens, room readiness, and staffing coverage. In imaging, the hire may review modality assignments, patient flow, and equipment status. In lab settings, the person may check accessioning, run order, controls, and specimen handoff.
Referring offices also affect the day. The hire may answer schedule questions, speak with a radiologist or pathologist, or address a delay with a supervisor. We ask which conversations belong to the hire and which stay with another leader.
Which credential and licensing issues matter most?
These centers often sit under ACR accreditation, MQSA, CLIA, and CAP. State licensure can also shape who may work on site. We ask which credentials are required for the role, which can be pending, and whether one license or several are needed before start.
For technologists and lab staff, the exact credential depends on the specialty and the state. We do not guess at that point. We ask you to tell us what your site accepts, what your accreditor reviews, and what would keep a candidate out.
How do we screen leaders for this setting?
For manager and director searches, we ask what the hire will own on day one. That may include staffing coverage, modality schedules, supply orders, issue escalation, quality follow-up, or budget input. We also ask who approves policy changes, vendor steps, and final spending.
We then compare past work with your site’s actual mix. A lab leader may need bench knowledge and team oversight. An imaging leader may need comfort with technologists, physician communication, and changing schedules. We ask for examples that match the work you want done here.
How do we run a search for a center like this?
We start with the seat. You tell us where the person works, what changes after hire, and who the role reports to. We then map the market, contact people directly, and speak with them about the work itself. We do not stop at titles.
After those conversations, we send you a short list with a written brief on each person. You get the work history, credentials, and the parts of the job they already know. If the role is locum or contract, We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What should you send us first?
Send the title, site type, and reporting line. Tell us whether the role is clinical, operational, or both. Share shift limits, start timing, and any license issue that would remove someone from the search. That gives us a clean base before we reach out to people.
If this is replacement, growth, or a new service line, say so. Those facts change the questions we ask. They also change who we contact first. If you want a standard search, we can work from that scope and move directly into candidate conversations.
What else should you ask about this search?
How do you search for a center leader when the site has more than one modality?
We ask which modality creates the most daily pressure and which one drives the schedule. Then we sort the search around that work. A leader for MRI and CT may need different experience than someone running mammography or mixed outpatient imaging. We want the reporting line before we speak with candidates.
What if the lab role needs both bench work and supervision?
We screen for both parts. Some people can lead staff but are out of practice on the bench. Others can run testing well but have not managed people. We ask where the person will spend the day and who covers the work when the schedule changes.
Do you recruit for centers tied to physician groups or hospital joint ventures?
Yes, those settings often have different approval steps and different reporting lines. We ask who owns scheduling, budget input, and final hiring approval before we begin. That helps us speak to people with the right background and the right comfort level.
What should we tell you about credentialing and start timing?
Tell us which credentials are fixed and which can move after an offer. Also tell us whether the person must already hold state licensure or can obtain it for your site. We ask these questions early because they change who belongs in the search.
Which related pages help you prepare?
- CT Technologist (CAT Scan Tech), Imaging, Lab & Diagnostic Centers Recruiters
- Director of Imaging, Outpatient Imaging Center Recruiters
- Medical Laboratory Scientist (MLS, Medical Technologist, CLS, Med Tech), Imaging, Lab & Diagnostic Centers Recruiters
- Radiologic Technologist (X-Ray Tech, RT(R), Rad Tech), Imaging, Lab & Diagnostic Centers Recruiters
- How to hire a Imaging, Lab, Rehab & Diagnostic Services Leadership team
- Imaging, Lab, Rehab & Diagnostic Services Leadership: positions we recruit
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
What are the fee and payment terms?
No upfront fee. You pay only if you hire. The signed agreement sets the fee and when it is due, along with the placement terms. We agree those terms before the search starts and before any candidate introductions. Temporary or contract coverage is a separate arrangement.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.