Locum Tenens Radiologist (incl. Teleradiology) 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.
Keep imaging reports moving when an absence, backlog, or coverage change leaves your reading schedule exposed.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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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.
- Locums Radiology
- Teleradiologist
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
A locum radiologist can cover on-site or remote reads while you address a vacancy, leave, changing volume, or a service-line need. We clarify which studies need coverage, when reports are due, where the clinician may read, and who handles escalation questions during the shift.
The first decision is whether you need general coverage or recent subspecialty work. A reader who handles routine CT, MR, radiographs, and ultrasound may not be the right match for neuro, body, or mammography studies. We ask what arrives after hours, what can wait, and which cases must go to named specialists.
Remote coverage adds practical choices beyond clinical background. Your team may need preliminary or final reads, direct communication with ordering clinicians, and availability across a defined time window.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What do we check before you see anyone?
ABR status. We review current American Board of Radiology certification information and ask whether your medical staff office needs any additional board documentation for the requested privileges. Recent reading scope. We ask candidates which studies they personally interpreted recently, not simply which service line appeared on a résumé.
- For neuro, body, or mammography coverage, we compare that history with your actual case mix.
- State licenses. For teleradiology, the radiologist must hold an active license in each state in which the patients are located. We review active licenses, pending applications, and any state-specific timing concerns.
- Hospital privileges and file readiness. We ask which sites have granted relevant privileges and whether the candidate can provide current licenses, insurance history, references, and other documents your credentialing team requests.
- PACS, RIS, and reporting tools. We ask what systems the candidate used, how reports were dictated or edited, and whether they have worked through remote access. Familiarity helps, but your team decides whether training is sufficient.
- Remote shift habits. We ask how the radiologist manages an unexpected critical finding, a missing comparison study, a question from a technologist, or a queue that changes during the shift. These answers show how they communicate when no colleague is beside them.
Where do we find them, and why would they move?
We source from teleradiology groups and radiology groups with flexible schedules. Some radiologists consider locum work because they want a defined block of coverage, a different mix of studies, remote work, or time between permanent roles. Each person’s reason for moving still deserves direct discussion.
A candidate may read quickly yet be a poor match if their recent work differs from your schedule. We describe your study mix, reading location, available support, and reporting expectations plainly, so both sides can decide whether the assignment makes sense.
Which mistakes stall the search?
A common mistake is sending a generalist to cover neuro, body, or mammography reads without confirming recent personal interpretation of those studies. Another is treating an active license as permission for every remote read, without matching each patient state and requested privilege.
Waiting until the start date to disclose overnight volume, communication duties, or an unfamiliar reporting tool.
How would we run the search for this opening?
Tell us the dates, on-site or remote arrangement, study mix, shift hours, report expectations, and escalation path. We screen credentials, work history, stated availability, and fit through role-specific questions. Before anyone begins, you confirm licensing, privileges, system access, clinical policies, and local onboarding.
Describe the coverage gap
If a permanent search is also open, say so early.
Review the short list
You review candidates, conduct your own clinical assessment, and decide who may proceed to credentialing.
Confirm start details
For locum, travel, or contract coverage, terms, credentialing, and malpractice arrangements are confirmed before the start.
National median annual wage. SOC 29-1224, Radiologists.
BLS reports Radiologists as one occupation. It does not publish a separate estimate for Locum Tenens Radiologist (incl. Teleradiology), its setting or its engagement terms.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
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How do you assess software fit?
We ask candidates which PACS, RIS, and voice-recognition tools they used and how they handled remote access. We also ask your team what training or testing is available before the first shift. We discuss the reporting queue, expected turnaround, site access, and who resolves a PACS or voice-recognition issue before presenting candidates.
When should we begin a locum radiologist search?
Begin when you know a likely coverage gap and can describe the studies involved. Credentialing and state licensing may set the practical start date, particularly for remote reads.
Can one locum cover every imaging service?
Not always: we separate general diagnostic coverage from neuro, body, and mammography work, then ask about recent reads in the areas you need.
What do you need from us for a teleradiology search?
We need the patient states, license expectations, shift window, study mix, turnaround target, reporting tools, and escalation contacts. Your credentialing team determines site access and privileges.
Is there an upfront fee for a search?
No upfront fee. You pay only if you hire. For standard permanent searches, the written agreement sets the fee and replacement terms; locum terms are confirmed for the specific engagement.
What should you send us about this role?
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.
Tell us what studies need coverage and where the radiologist will read. We will bring you candidates whose licenses, recent reading scope, and availability fit the assignment.
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.
Which other positions in this family should you consider?
Locum Tenens Psychiatrist (incl. Telepsychiatry) · Locum Tenens Primary Care Physician (Family Medicine, Internal Medicine)
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.
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.