Allied Health 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.
Allied Health hiring breaks down when a broad title hides the modality, procedure room, or call work you need covered.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
What does this hire really come down to?
We recruit permanent imaging, cardiovascular, and surgical technical staff by separating the work performed on a shift. A radiography credential, cath lab registry, or surgical technology certificate starts the conversation. It does not answer whether someone has used your equipment, scrubbed your cases, or taken the call schedule you offer.
Your opening may need a generalist, or it may need a person with narrow, repeat experience. An imaging department may need someone who can move from portable studies to scheduled exams. Another may need CT or MRI experience with a particular scanner workflow.
We ask what happens during the hardest part of the shift. Is the issue overnight call, a limited orientation window, surgeon preferences, room turnover, or a modality backlog? That answer changes the search. You should also decide which tasks can be taught locally and which need prior exposure. Your team completes its own clinical assessment and credentialing. We screen the records, work history, and stated fit before you spend time interviewing.
What do we check before you see anyone?
For imaging staff, we verify ARRT certification and identify the credential tied to the modality you need. We ask which exams they perform independently, which equipment they have used, and whether they handle portable work or scheduled outpatient volume. For cardiac cath staff, we confirm RCIS or an equivalent registry when your role calls for it.
- We ask about prior STEMI call, how often call occurred, and what the person did when an urgent case activated.
- For surgical technologists, we check CST status through NBSTSA when listed for the role. CST status alone does not show how a person maintains the sterile field, anticipates instruments, or works through a surgeon’s case sequence.
- We validate active state registration or licensure where applicable. State rules can limit scope differently, so we identify the state where the employee will work and flag questions for your internal review.
- We document scrubbed specialties rather than accepting “OR experience” as a complete answer. Neuro, orthopedics, robotics, vascular, and general surgery create different instrument, positioning, and turnover expectations.
- We ask about the schedule in plain terms. For example, can the person take overnight call, stay late for an add-on case, cover weekends, or work across more than one procedure area?
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
Our source pools include staff from metropolitan hospital imaging departments, community surgical centers, outpatient orthopedic groups, cardiovascular labs, and related technical settings. Those backgrounds can show different patterns of modality volume, case mix, call exposure, and team structure. New graduates may come from JRCERT-accredited radiography programs or surgical technology academies.
Experienced people may consider a move for access to another modality, different procedure volume, less call, a shorter commute, or a preferred specialty. We ask what has changed before presenting a candidate.
Which mistakes stall the search?
A common mistake is treating a general radiography credential as proof of CT, MRI, or other modality experience. Another is posting cath lab call as a brief afterthought, then learning the candidate has not covered STEMI response. A cath lab manager may need a registered specialist who can prepare a room, support procedures, and respond to STEMI call.
Assuming a certificate or registration from another state settles your site’s licensing, scope, or onboarding review.
How would we run the search for this opening?
Tell us the modality, procedure rooms, equipment, specialties, schedule, and call rotation. We present candidates with credential status, work history, specialty exposure, and answers about call, commute, and reasons for considering a move. You interview, assess clinical fit, and complete your own credentialing.
Define the shift
Identify tasks a new hire must already perform without extended department training.
Review screened profiles
You decide whom to interview.
Complete your selection process
No upfront fee. You pay only if you hire, under the written agreement’s fee and replacement terms.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
Does CST certification prove surgical specialty experience?
No: it may be preferred or listed for your opening, but it does not show which cases the person scrubbed. We document exposure to specialties such as neuro, orthopedics, and robotics, then you assess the person’s technical ability. A surgical leader may need a CST who has scrubbed orthopedics, neuro, or robotic cases.
How do you distinguish imaging candidates with the same ARRT credential?
We ask about the exact modality, exam mix, scanner exposure, patient flow, and portable responsibilities. A radiographer who mainly handled routine studies may be a different fit from someone who regularly worked CT or MRI.
Can you recruit for a cath lab role with STEMI call?
Yes: we confirm RCIS or an equivalent registry when relevant and discuss the actual call pattern. We ask how often the candidate took call, whether urgent activations occurred, and what role they performed during cases.
How do you address location concerns before interviews?
We ask whether the commute, relocation, schedule, and site type work for the candidate. If someone is considering a move, we ask why now and whether another modality, case mix, or call pattern is driving that decision.
What engagement options do you offer?
Permanent contingency placement is our core service, with no upfront fee and payment only if you hire. Permanent/direct-hire recruitment is our core service across clinical, operational and leadership roles. If you need a temporary or other arrangement, describe the need so we can discuss whether we can help. Responsibilities and terms must be confirmed separately for that engagement. Your organization retains clinical assessment and credentialing responsibility.
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 work details behind the title. We will screen for the credential, specialty exposure, and schedule realities your department needs.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
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What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · Compare recruiting models
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.