Travel Allied Health Professional (imaging, lab, cardiopulmonary, surgical, therapy) 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, lab, cardiopulmonary, surgical, and therapy work moving when an open role delays scheduled care.
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.
- Travel Tech
- Travel Therapist
- Travel Allied
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 travel allied professional can cover defined duties while you pursue a permanent hire. We screen the modality, license status, recent equipment use, and assignment record against the work your department needs completed. Start with the shift, not the title.
You may need a CT technologist for call, a laboratory professional to work analyzer flags, a surgical technologist to turn rooms, or a therapist to manage evaluations and assigned caseloads.
Decide whether the opening calls for travel coverage, a contract assignment, rapid response help, or a permanent search. Travel and contract coverage are available on request. Permanent contingency placement is our core service, with no upfront fee and payment only if you hire.
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 confirm the credential connected to the discipline. It may be ARRT, ARDMS, NBRC, NBSTSA, ASCP, or an active PT or OT license. We ask which credential applies to the duties you assign rather than treating one registry as proof of every skill.
- We review state licensure portability and current authorization where the profession requires a license. We ask whether the clinician can work in your state or has a pending step that could affect timing. Your organization makes the final credentialing decision.
- We ask about recent equipment and software use. For imaging, that may include modality and scanner workflow. For laboratory work, it may include analyzers, specimen processing, and result review. For surgical, cardiopulmonary, and therapy roles, we ask about procedures, charting, and handoffs.
- We obtain recent assignment references. We ask supervisors whether the person performed the assigned duties, completed documentation, followed local escalation routes, and reported reliably. A reference can reveal whether a short orientation was enough for the work assigned.
- We compare recent practice with your setting. A hospital technologist may have different experience from someone working in an outpatient site. When relevant, we ask about call, procedure support, inpatient handoffs, turnaround expectations, or therapy caseload management.
- We discuss practical assignment details before presentation. Tell us about shifts, weekends, call, floating, access steps, charting, dress rules, and orientation. If the clinician has not used your software, you can decide whether local training time works for the assignment.
Where do we find them, and why would they move?
Our source pool includes allied travelers finishing contracts, plus hospital technologists and therapists ready to travel. People may consider a move for location, assignment length, modality exposure, or a different compensation structure. Each person’s reason should be tested in conversation.
Career travelers often know how to enter an established department with a short orientation. Hospital-based professionals new to travel may bring deeper experience with one employer’s routines. We identify that distinction because your department lead may value one background over the other.
Which mistakes stall the search?
Do not list only “travel tech.” Tell us whether you need MRI, general radiology, vascular ultrasound, blood bank, respiratory work, surgical service, or therapy coverage. Disclose call, weekends, floating, or expected case types before interviews begin. A credentialed clinician may still decline work that was not described clearly.
Do not expect the traveler to rewrite local policy or repair department problems. Give shift duties, escalation contacts, documentation expectations, and a clear handoff plan.
How would we run the search for this opening?
Tell us the discipline, modality or specialty, shift, call, location, charting system, and tasks to be completed. We screen credentials, work history, license status, equipment exposure, recent references, and fit through role-specific questions. For travel or contract coverage, terms, licensing, credentialing, and malpractice arrangements are confirmed before anyone starts.
Describe the shift
State whether you need travel, contract, rapid response, or permanent help.
Review matched professionals
You interview candidates and complete your own credentialing and clinical assessment.
Confirm the engagement
For permanent searches, the written agreement states the fee and replacement terms.
Ask us for a current range
No direct SOC occupation matches this role.
No reasonable single SOC occupation isolates this work. Ask us for a current range.
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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We tell you where qualified Travel Allied Health Professional (imaging, lab, cardiopulmonary, surgical, therapy) are working in your area and what it takes to move them. No fee. No obligation.
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Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
What if we decide to hire permanently instead?
We can conduct a permanent contingency search. 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.
Which credentials should we name in the search?
Name the credential tied to the assigned work, such as ARRT, ARDMS, NBRC, NBSTSA, ASCP, or a PT or OT license where applicable. Also describe the modality, procedure area, or therapy population.
Can a traveler work with a license from another state?
That depends on the profession, the clinician’s current status, and your state’s rules. We screen portability and authorization, while your organization completes its own credentialing review before a start date.
How do you assess equipment experience?
We ask what equipment, software, and related duties the person handled recently. Share the scanner, analyzer, charting system, surgical setup, or documentation process that matters to your department.
Should we choose a career traveler or someone leaving a hospital role?
A career traveler may be more accustomed to changing locations and short orientations. Someone from a hospital role may know one employer’s processes in greater depth, so the better choice depends on your onboarding plan and assignment scope.
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.
Send us the discipline, license location, shift, equipment, and assignment type. We will begin with professionals whose recent work fits the duties you need covered.
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?
Travel Nurse (Travel RN, any specialty) · Rapid Response / Crisis Nurse
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.