An imaging credential does not tell you the whole job
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An imaging credential can establish eligibility, but it cannot show whether a technologist can safely perform your studies on your shift.
No upfront fee. You pay only if you hire.
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 should you settle before you hire?
A title and registry do not describe the work your department assigns. Your opening may involve emergency imaging, inpatient portables, trauma positioning, contrast procedures, fluoroscopy support, or patients with limited mobility. Review recent examination work, safety decisions, image review, and handoffs.
Those details show whether a candidate’s experience matches the studies, equipment, and support available in your department.
Start with typical-shift examinations. Radiography may cover emergency orders, inpatient portables, surgery, isolation precautions, and difficult positioning; CT may cover contrast screening under your policy, protocol clarification, reconstruction, and radiologist/nursing communication. Assignments are not interchangeable.
Ask when and where candidates performed tasks and how they handled unclear orders, histories, or conditions. Your team completes primary-source credentialing and clinical assessment under site policies.
What should you check before an offer?
**License, registry, and modality status.** We ask which active state license applies where one is required, which registry and modality credentials the candidate holds, and their expiration dates. Useful evidence identifies the issuing jurisdiction, modality, and any restriction affecting assigned work.
- **Recent examination mix.** We ask which studies filled most shifts in the last role. A useful answer separates outpatient work from emergency, inpatient, portable, surgical, and fluoroscopy assignments. We also ask about age groups, positioning limits, and work completed without routine assistance.
- **Protocol uncertainty.** We ask, “Tell us about an order or history that did not fit the available protocol. What did you check, who did you contact, and what did you document?” Strong answers describe a pause for clarification, rather than an improvised examination.
- **Modality safety actions.** For MR, we ask about screening, access control, implant information, and missing documentation. For CT, we ask about contrast screening, IV concerns, and local reaction procedures. For radiography, we ask about portable precautions, pregnancy screening, and exposure review under site policy.
- **Image review.** We ask what the candidate checks before releasing a patient, including positioning, coverage, markers, motion, artifacts, and protocol details. Good answers explain when they correct an avoidable issue and when patient tolerance or exposure makes escalation more appropriate.
- **Shift handoffs.** We ask how the candidate reports an incomplete preparation, delayed study, pending clarification, contrast status, or limited examination. Useful answers state what is known, what remains open, and which person owns the next action.
Where does relevant experience come from?
We source licensed imaging professionals from hospitals, outpatient centers, physician practices, surgical settings, and mobile services. Candidates may seek modality specialization, schedule changes, less travel, direct imaging work, or jobs nearer home. We also speak with technologists who have worked across sites or departments.
That history may suit varied assignments, but exposure does not equal recent independent practice.
Which hiring mistakes should you avoid?
A common mistake is treating every registered technologist as interchangeable. A current credential does not prove recent work in your modality, patient population, examination mix, or shift assignment. We separate familiarity with a modality from evidence that the candidate performed your type of examination.
Asking only whether the candidate knows the equipment. Ask which functions they used, what artifacts they encountered, how they reviewed images, and what they did when the protocol did not fit the order.
Skipping handoff questions. Missing details about preparation, screening, contrast status, pending orders, or a limited study can delay the next team member or bring a patient back unnecessarily.
What are the next steps?
Tell us the modality, license expectations, registry preferences, common studies, patient groups, shift pattern, equipment, and shared duties. We present credential status, recent work history, and answers to role-specific questions. Compare shortlisted candidates’ recent studies, protocol decisions, and handoffs in interviews.
Define the examination mix
Include portables, OR support, contrast work, call, fluoroscopy, and other tasks hidden by the title.
Review evidence, not labels
You decide which experience transfers to your protocols and which gaps need deeper discussion during interviews.
Complete your site review
Check references, credentials, and clinical skills under site policies. For permanent contingency placement, our policy is as follows: No upfront fee. You pay only if you hire.
Which credential details should we confirm before an interview?
Confirm the active license where your state and role call for one, the issuing jurisdiction, expiration date, and modality credentials relevant to the opening. Ask whether a restriction affects assigned work. Your credentialing team should verify those details through the appropriate primary source, not a resume alone.
How can we tell whether a radiography candidate is ready for CT work?
Ask for recent CT studies, not a statement that the person assisted or cross-trained. Confirm the credential status you need, then discuss contrast screening under your policy, reconstruction, image review, and escalation actions.
What should we ask an MR candidate beyond implant screening?
Ask how the candidate controls access to the MR area, checks screening information, and responds to incomplete documentation. Listen for a clear decision to stop and clarify uncertain device details.
How do we assess image quality without giving a technical test?
Ask the candidate to walk through one recent examination from positioning through release. They should explain what they reviewed, which artifacts or coverage issues they watched for, and when they repeated or escalated a concern.
Should outpatient imaging experience rule out a candidate for hospital work?
Compare outpatient studies with hospital assignments. Examine gaps in portable imaging, work with patients with limited mobility, nursing coordination, emergency department experience, and surgical support before excluding the candidate.
How can Healthcare Headhunters help with this hire?
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.
If you need imaging candidates assessed beyond their credentials, Healthcare Headhunters can focus the search on the studies, safety decisions, and handoffs your department needs.
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.
Keep the hiring brief connected
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.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
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.