Radiologic Technologist (X-Ray Tech, RT(R), Rad Tech) 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.
Hire a radiologic technologist who can cover your scheduled exams, portables, OR cases, and fluoroscopy duties as assigned.
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.
- X-Ray Tech
- Rad Tech
- RT(R)
- Diagnostic Radiographer
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?
An X-ray tech can know the controls and still struggle when a patient cannot stand. We ask how they changed the positioning and when they asked for help. Then we ask whether the image answered the clinical question. Start with the rooms, shifts, and decisions behind your opening.
An outpatient orthopedic schedule may center on standing knee, shoulder, and spine views. A hospital role may include difficult transfers, bedside portables, trauma requests, and late OR coverage. Tell us which assignments the technologist covers alone, when a lead is available, and whether they float between sites.
We ask candidates for a concrete account of an exam that became difficult. Could the patient transfer safely? Was a portable study needed? Did the surgeon request a C-arm view while the room remained sterile? Their answer shows how they communicate, document unfinished work, and ask for help. We screen credentials, work history, schedule fit, and the work they have actually performed.
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?
We verify current ARRT RT(R) status. We ask whether the credential is active and whether the candidate has any pending renewal issue that could affect your hiring timeline. We review the candidate’s current state radiography license if the state where your site operates requires one.
- Your facility confirms licensure rules and any site-specific credentialing before a start date.
- We ask about portable imaging in inpatient rooms, emergency bays, and isolation areas. Candidates should explain how they position equipment, work around lines and monitors, and coordinate with the bedside team before exposure.
- We discuss OR C-arm work in detail. We ask whether they have positioned a C-arm around a surgical table, worked around anesthesia equipment, and protected the sterile field while responding to the surgeon’s requested view.
- We ask about fluoroscopy support and contrast-related workflow with a radiologist. This distinguishes a technologist who has observed the work from one who has prepared the room, positioned patients, and documented their part of the exam.
- We review dose documentation and equipment checks. We ask what they record, when they remove a machine from service, and who they notify when image quality or equipment performance raises a concern.
Where do we find them, and why would they move?
Hospital imaging departments can produce technologists familiar with portables, emergency requests, inpatient transport limits, and OR coverage. A move may appeal to someone seeking a different shift pattern, a shorter commute, or a role with more scheduled outpatient work. Urgent cares and orthopedic groups can provide fast musculoskeletal imaging experience.
JRCERT-accredited radiography programs may also offer newer graduates with supervised clinical rotations, provided your team can support orientation and confirm the experience needed for the assignment.
Which mistakes stall the search?
A common mistake is hiring on years of experience without separating scheduled outpatient exams from hospital portable, OR, and fluoroscopy work. Another is assuming a candidate knows your C-arm or portable model because they used equipment from the same manufacturer.
Waiting until the offer stage to review ARRT status, state licensure, weekend rotation, call, and site-floating expectations.
How would we run the search for this opening?
Tell us the exam mix, assigned rooms, portable coverage, OR schedule, fluoroscopy duties, call, weekends, and floating expectations. We present candidates after discussing credentials, work history, equipment exposure, schedule interests, and reasons for considering a move. Interview finalists about your protocols, equipment, and team handoffs.
Describe the shift
We turn that information into direct screening questions.
Review qualified candidates
You decide who advances to interview.
Complete your review
Your facility completes credentialing and clinical assessment before extending an offer or setting a start date.
Where this search connects
Medical Imaging & Radiation Therapy
SpecialtyRadiologic Technologist (X-Ray Tech, RT(R), Rad Tech), Hospitals & Health Systems
Role in a settingRadiologic Technologist (X-Ray Tech, RT(R), Rad Tech), Urgent Care & Occupational Health
Role in a settingRadiologic Technologist (X-Ray Tech, RT(R), Rad Tech), Imaging, Lab & Diagnostic Centers
Role in a settingCT Technologist (CAT Scan Tech)
Related roleMRI Technologist
Related roleDiagnostic Medical Sonographer (Ultrasound Tech, General Sonographer)
Related roleVascular Sonographer (Vascular Tech, RVT)
Related roleNational median annual wage. SOC 29-2034, Radiologic Technologists and Technicians.
The published occupation matches Radiologic Technologist (X-Ray Tech, RT(R), Rad Tech). BLS wages are not a specific employer offer.
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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Can a technologist from an orthopedic practice fit a hospital opening?
The fit depends on whether the hospital assignment includes work beyond scheduled orthopedic exams and whether training is available for unfamiliar duties. Orthopedic experience may translate well to musculoskeletal positioning and scheduled exam flow, but it may not include inpatient portables, trauma, or OR coverage. We identify those gaps before you spend interview time.
Do you screen for experience with our hardware?
We ask candidates which portable units, fixed rooms, and C-arms they have used and what tasks they performed on them. We do not treat a brand name as proof of readiness for your exact setup.
How do you assess comfort with a heavy assignment load?
We ask how the candidate handles competing requests, incomplete exams, delayed transport, and an urgent portable order. We also ask what support they had and when they involved a lead or another technologist.
What do you ask about a work-history gap?
We ask for the reason, the dates, and what the candidate did to keep credentials current. A gap can reflect family needs, education, relocation, or another circumstance, so we seek facts rather than make assumptions.
Can you help with contract or per diem coverage?
We arrange locum tenens, travel and contract coverage on request. Per diem means placement into your own pool, not filling individual shifts; terms, licensing, credentialing, and malpractice arrangements are confirmed before anyone starts.
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 your technologist must cover on a real shift. We will start with candidates whose credentials and hands-on background match that work.
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?
Per Diem Radiologic Technologist · CT Technologist (CAT Scan Tech)
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.