CT Technologist (CAT Scan 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 CT technologist who can run your contrast workflow and perform the CTA or cardiac CT work your schedule demands.
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.
- CAT Scan Tech
- CT Tech
- RT(R)(CT)
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 CT shift can move from scheduled outpatient studies to an emergency add-on without much warning. Your technologist must position patients, obtain IV access when assigned, prepare the power injector, follow department protocols, and review images before sending the study forward.
We screen for that actual work, not just a CT title on a résumé.
If your position calls for ARRT (CT), that certification is the baseline. It does not tell you whether someone has managed the cases that strain your team. Ask what studies they ran independently, who handled IV starts, how they worked with contrast power injection, and when they escalated a protocol question. We ask the same questions while reviewing work history and credentials.
Hospital and trauma center experience can suit a department that handles urgent add-ons, patients with varying mobility, and frequent CTA work. Outpatient imaging experience may better match a schedule built around planned studies and repeatable protocols. An X-ray technologist cross-training into CT can be a sound hire when your lead staff has time for supervised development. The choice depends on your case mix, scanner setup, and training time.
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?
ARRT (CT): We verify current ARRT (CT) certification and discuss the candidate’s route into CT. Where your position calls for a state license, your team completes its own license and credential review. Contrast power injection: We ask which injectors the technologist used, how they prepared the setup, and what part they owned during contrast studies.
- We also ask about IV starts and when they sought assistance.
- CTA protocols: We discuss the CTA studies they performed, including their role in protocol selection, timing, reconstruction, and image review. This separates direct experience from observation.
- Cardiac CT: We ask whether the candidate performed cardiac CT, what protocols they followed, and how often they handled that work. Cardiac exposure should be stated plainly, not inferred from general CT experience.
- Dose and image judgment: We ask how the technologist balanced protocol parameters with diagnostic image quality under department policy. Candidates should explain a real decision without presenting a vague safety slogan.
- Scanner familiarity: We identify the scanner manufacturers and interfaces used in prior roles. A different console is teachable, but your manager should know whether orientation will cover basic operation or local preferences.
Where do we find them, and why would they move?
We recruit from hospital and trauma center CT departments, where technologists may have handled urgent studies, inpatient transport issues, and changing order queues. Some move for a different schedule, stronger exposure to a subspecialty, a shorter commute, or a role with clearer advancement.
We also speak with outpatient imaging technologists who have developed consistency across scheduled studies. They may seek broader modality work, while you decide whether your department can support the learning period.
Which mistakes stall the search?
A common mistake is interviewing only for years in CT, then discovering the candidate has not performed your CTA or cardiac CT mix. Another is treating prior scanner experience as a minor detail when the lead technologist has little time for console orientation.
Assuming an outpatient technologist wants emergency or inpatient work without asking about shift pattern, add-ons, and patient transport.
How would we run the search for this opening?
Tell us your scanner platform, shift pattern, study mix, contrast workflow, CTA needs, cardiac CT expectations, and who trains new hires. We screen credentials, work history, technical exposure, and reasons for a move. Use interviews to compare each shortlisted technologist’s independent CTA work, contrast responsibilities, and scanner experience with your daily study queue.
Map the CT Work
We distinguish studies candidates must already perform from console tasks and protocols your lead technologist can teach.
Review Relevant Technologists
You receive candidates whose backgrounds match the work you described, with gaps stated clearly.
Interview and Hire
Ask your lead technologist to assess any cardiac CT training gaps. Complete your own credentialing and clinical assessment before hiring. No upfront fee. You pay only if you hire.
Where this search connects
Medical Imaging & Radiation Therapy
SpecialtyCT Technologist (CAT Scan Tech), Hospitals & Health Systems
Role in a settingCT Technologist (CAT Scan Tech), Imaging, Lab & Diagnostic Centers
Role in a settingCT Technologist (CAT Scan Tech), Children's Hospitals
Role in a settingRadiologic Technologist (X-Ray Tech, RT(R), Rad 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.
BLS reports Radiologic Technologists and Technicians as one occupation. It does not publish a separate estimate for CT Technologist (CAT Scan Tech), 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.
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Do you only send technologists with cardiac CT experience?
Not unless cardiac CT is part of the role you define. We can focus on direct cardiac CT experience or present strong general CT technologists when your team can provide local training. We will label that distinction clearly. X-ray technologists cross-training into CT are another source pool.
Can you recruit for a hospital CT opening and an outpatient CT opening differently?
Yes: hospital searches may emphasize urgent add-ons, inpatient studies, and CTA exposure. Outpatient searches may place more weight on scheduled-study consistency, IV starts, contrast injection, and the protocols your center performs.
What do you ask about contrast experience?
We ask about IV starts, power injector use, the candidate’s responsibilities during contrast studies, and the protocols they worked under. Your department still determines clinical competency and completes its own assessment.
How do fees and replacement terms 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.
Can you help if we need short-term CT coverage instead?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem placement means adding a technologist to your own pool, not covering individual shifts.
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 CT team scans, which protocols create the most pressure, and how much training time you can offer. We will start the search around those facts.
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?
Radiologic Technologist (X-Ray Tech, RT(R), Rad Tech) · MRI Technologist
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 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.