Blood Bank Technologist (Transfusion Services Tech)
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- Transfusion service specialist reviewing blood typing, investigating antibody reactions, selecting products, and responding to urgent requests
Position directory
Clinical Laboratory & Pathology: positions we recruit
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.
Separate laboratory and pathology searches by the specimen work, review authority, and shift decisions the hire will own.
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.
Positions we recruit
Clinical Laboratory & Pathology
13 positions
13 matching positions
Cytotechnologist
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- Cytology laboratory specialist screening slides, documenting findings in the LIS, and referring abnormal cases to pathologists
Histotechnician (HT)
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- Histology bench technician tracking specimens, processing tissue, embedding blocks, cutting sections, staining, and delivering slides
Histotechnologist (HTL)
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- Histology specialist preparing tissue slides through embedding, microtomy, staining, slide review, instrument care, and specimen tracking
Lab Assistant / Specimen Processor (Lab Aide, Accessioner)
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- Laboratory support worker receiving specimens, checking identifiers, entering orders, centrifuging, aliquoting, storing, and dispatching samples
Laboratory Supervisor (Section Lead, Lead Technologist)
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- Laboratory section or shift supervisor overseeing benches, staffing, quality review, training, and escalation to laboratory leadership
Medical Laboratory Scientist (MLS, Medical Technologist, CLS, Med Tech)
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- Hospital or reference laboratory scientist performing section testing, reviewing quality controls, investigating analyzer flags, and releasing results
Medical Laboratory Technician (MLT)
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- Laboratory technician preparing specimens, performing assigned chemistry, hematology, urinalysis, or manual tests, reviewing controls, and documenting results
Microbiology Technologist
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- Laboratory bench specialist performing specimen acceptance checks, culture reading, organism identification, susceptibility testing, and result reporting
Molecular Diagnostics Technologist
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- Clinical laboratory specialist processing molecular testing specimens, performing assays, controlling contamination, and escalating testing exceptions
Phlebotomist (Phlebotomy Tech, Lab Tech Phlebotomy)
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- Specimen collection worker identifying patients, drawing blood, labeling specimens bedside or chairside, and completing specimen handoffs
Point-of-Care Testing Coordinator (POCT)
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- Testing coordinator organizing point-of-care testing activities, reviewing testing records, and coordinating staff use of testing procedures
Senior Medical Laboratory Scientist
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- Experienced laboratory bench scientist investigating difficult specimens, reviewing quality control, resolving testing problems, and training colleagues
Start with the work
What should you settle before you hire?
Clinical laboratory and pathology titles can look similar on a résumé while describing very different work. A generalist may receive specimens, run testing, review controls, investigate flags, and release results. A histotechnologist prepares tissue sections. A cytotechnologist screens slides within scope.
A manager may divide time among bench work, coverage, records, and inventory.
We recruit permanent contingency hires across this family. No upfront fee. You pay only if you hire. The template lists the titles and hiring volumes for your search. Before candidate review, define the sections, specimen types, instruments, shift, reporting duties, and escalation authority.
Ask which sections the candidate has worked independently in recently. A department label alone does not prove that experience.
Separate histology work from pathologists’ interpretation and reporting. Distinguish pathologists’ assistants’ surgical grossing under pathology-service policies from cytotechnologists’ screening within permitted scope. Separate leaders’ bench supervision from scheduling, competency records, corrective actions, inventory, and inspection preparation.
Ask for evidence
What should you check before an offer?
Ask, “Tell me about the last specimen issue you investigated. What did you observe, which records did you review, and who did you contact?” A useful answer separates collection, transport, labeling, preparation, reagent, instrument, and patient-identification concerns. It also covers documentation and escalation.
- Ask, “Which sections have you worked independently during the past year, and which did you only rotate through?” Look for named work such as calibration review, manual differentials, dilution studies, compatibility testing, antibody identification, tissue embedding, microtomy, or special stains. Recent practice matters more than a broad laboratory title.
- Ask, “What do you do when a result conflicts with a prior value, an instrument flags, or a control fails?” Good evidence includes checks performed, records reviewed, repeat or confirmation work when appropriate, and the point where the candidate contacts a supervisor, pathologist, or clinical team.
- For pathology candidates, ask, “How do you decide a section or stain is unsuitable for review, and what happens next?” Listen for the defect, corrective action, documentation, and communication route. For pathologists’ assistants, ask which specimen categories they grossed and under what supervision structure.
- Ask leaders, “Describe a week when an instrument outage, reagent issue, or absence changed the plan.” Useful answers name a staffing decision, communication with affected departments, send-out work where applicable, record follow-up, and closure of the issue.
- Verify the license where your state or role calls for one. Review certifications and work history against the opening. We screen credentials, work history, and fit through concrete questions. You complete your own credentialing and clinical assessment before an offer.
Different backgrounds, different fit
Where does relevant experience come from?
We recruit from hospitals, independent laboratories, physician offices, public health, academia, blood banks, and pathology services. Candidates may seek specialty or generalist work, leadership duties, different shifts, or shorter commutes. We also speak with people affected by a changed testing menu, department consolidation, revised schedules, or work transferred to a reference laboratory.
We compare the reason for a move with your opening. Someone leaving a large core laboratory may not want solo coverage. Another may seek it.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is combining generalist, transfusion service, microbiology, and molecular duties in one vague description. Name the primary section and identify cross-training that is genuinely part of the role. Another is treating histology, cytology, pathologists’ assistant, and pathologist work as interchangeable. Their specimen duties, review authority, education, licenses, and certifications can differ.
Selecting a manager only by bench tenure. Ask what they did when quality records were late, a reagent lot failed, an analyzer stopped, or coverage changed midweek.
Put it to work
What are the next steps?
Tell us the department, shift, specimen mix, testing menu, instruments, reporting tasks, and authority to release, review, or escalate work. We present permanent candidates whose recent work relates to your stated scope. Interview against the work the hire will face.
Define the work
For pathology, identify whether you need tissue preparation, grossing support, slide screening, diagnosis, or department management.
Review relevant backgrounds
Before interviews, we discuss section practice, applicable licenses, certifications, schedule fit, leadership duties, and each person’s reason for considering a move.
Test shift decisions
Ask about an unacceptable specimen, discrepant result, failed control, difficult stain, delayed report, physician question, or staffing change. Complete your internal credentialing and clinical review before making an offer.
How should we distinguish a medical laboratory technician from a medical laboratory scientist in this search?
Use the education, certification, state license, and duty boundaries that apply in your location and laboratory. Then define the assignment, such as generalist testing, result release, transfusion service support, or a specialty bench. Start with normal-shift decisions, distinguishing broad generalist work from specialty testing.
Can one search cover a generalist who also supports transfusion service?
Yes, when the role truly includes both and the schedule permits current practice in those skills. Describe expected work with compatibility testing, antibody investigations, product handling, and escalation before candidate outreach.
What should we clarify before recruiting for histology?
Set out tissue types, embedding, microtomy, routine and special stains, immunohistochemistry exposure, equipment, and quality checks. State whether the person troubleshoots staining, trains coworkers, maintains records, or performs defined production work.
When should we recruit a pathologists’ assistant instead of histology staff?
Recruit for the work your pathology service needs and the authority assigned under its policies. Describe specimen categories, grossing expectations, supervision, documentation, and any license or credential you seek.
How do we assess a laboratory manager who still works at the bench?
Ask for examples showing people management and current technical judgment. Explore a failed quality-control event, an absent employee, an instrument outage, inspection records, and a result needing escalation.
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 a permanent laboratory or pathology hire, send us the work that person must own.
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
Clinical Laboratory & Pathology hub
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