Director of Imaging (Radiology Director) 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 Director of Imaging who can manage daily modality decisions, accreditation work, and equipment spending across your imaging service.
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.
- Radiology Director
- Imaging Services Director
- Radiology Manager
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?
On a typical day, this leader may address delayed CT exams, a staffing gap in mammography, an MRI downtime plan, and a capital request from finance. We recruit directors who can explain the choices behind those actions, not just list the modalities they managed.
Ask what they review each morning, who can change the schedule, and what they do when emergency demand displaces booked outpatient studies.
The role also requires judgment between competing interests. Radiologists may want protected reading time, emergency leaders may seek faster scans, and finance may question a replacement request. Ask candidates how they documented the issue, set expectations, and reported the operational effect afterward.
What do we check before you see anyone?
ARRT credentials: We verify active American Registry of Radiologic Technologists credentials when they apply to the duties you assign. We ask whether the candidate has recently worked in a clinical, supervisory, or director role and what authority they held over technical staff.
- State license review: If your director will perform duties subject to state radiologic technologist licensure, you should confirm the applicable license through your own credentialing process. We ask candidates where they have been licensed and whether any planned responsibilities differ from their recent work.
- ACR accreditation: We ask for direct participation in an American College of Radiology accreditation cycle. Candidates should explain whether they gathered records, reviewed policies, corrected documentation gaps, prepared modality teams, or responded to survey findings.
- MQSA oversight: When mammography falls within the director’s scope, we ask about Mammography Quality Standards Act documentation, personnel records, quality-control files, and coordination with the medical physicist. We distinguish personal oversight from work completed by a mammography manager or compliance team.
- Multi-modality operations: We screen for leadership across the services you name, such as MRI, CT, nuclear medicine, mammography, radiography, ultrasound, or outpatient imaging. We ask what they did when a scanner outage, protocol change, or demand spike altered the day’s schedule.
- Budget and capital decisions: We ask candidates to walk through an equipment replacement request. They should discuss service history, repair expense, downtime, projected exam volume, alternatives, and the case presented to finance or senior leadership.
Where do we find them, and why would they move?
Radiology managers and imaging center managers are common source pools. A manager may be ready for a larger scope after leading a modality expansion, supervising several imaging areas, or taking responsibility for budget reporting and accreditation activity. Some candidates consider a move when advancement options narrow, equipment decisions remain unresolved, or a reorganization reduces their authority.
We ask about the reason directly and test whether the role you offer addresses the practical issue behind the search.
Which mistakes stall the search?
A common mistake is selecting the strongest modality expert without testing budget variance discussions, capital planning, and conversations with finance leaders. Another is accepting broad accreditation claims without asking which records they reviewed, what finding they addressed, and what work belonged to others.
Focusing only on staff relationships instead of testing hard decisions after downtime, unexpected absences, or emergency add-on demand.
How would we run the search for this opening?
Tell us which modalities, sites, ACR or MQSA duties, staffing questions, reporting concerns, and equipment projects belong to this director. We screen credentials, work history, modality leadership, accreditation exposure, budget responsibility, and reasons for moving. Ask finalists about a delayed exam backlog, an equipment replacement request, or a conflict between emergency and outpatient schedules.
Define the operating scope
We turn that scope into specific screening questions rather than relying on a broad title.
Review screened candidates
You choose whom to interview and complete your own credentialing, reference review, and clinical assessment.
Interview around decisions
For permanent contingency placement, no upfront fee applies and 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.
Where this search connects
Imaging, Lab, Rehab & Diagnostic Services Leadership
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingChildren's Hospitals
SettingAmbulatory Surgery Centers & Surgical Hospitals
SettingDirector of Imaging, Outpatient Imaging Center
Role in a settingMedical Physicist
Related roleMedical Dosimetrist
Related roleDirector of Laboratory Services
Related rolePathologists' Assistant
Related roleNational median annual wage. SOC 11-9111, Medical and Health Services Managers.
BLS reports Medical and Health Services Managers as one occupation. It does not publish a separate estimate for Director of Imaging (Radiology Director), 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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Can you support interim or contract imaging leadership?
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 adds a professional to your own pool rather than filling individual shifts. A strong director reviews scheduled volume, add-on exams, cancellations, downtime, technologist coverage, and delayed reports.
Can a Radiology Manager be ready for a Director of Imaging role?
Sometimes. We compare the manager’s actual authority over modalities, budgets, accreditation work, leaders, and equipment planning with the scope of your opening. A title alone does not show director-level responsibility.
Should every Director of Imaging hold ARRT credentials?
Not necessarily: the decision depends on your assigned duties and internal policy. We verify ARRT credentials when relevant, while you review any state license obligations tied to work the director will perform.
How do you assess ACR and MQSA experience?
We ask candidates for specific examples of records, survey preparation, corrective work, and assigned ownership. For mammography, we also ask about documentation and coordination with the medical physicist when that work was within their scope.
What if we operate hospital and outpatient imaging sites?
We ask where scheduling authority, staffing, equipment decisions, and reporting concerns differ between sites. Candidates should explain how they handled competing demand and whether they held responsibility across both settings.
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.
Share your modality scope, current accreditation work, and equipment decisions. We will build a permanent Director of Imaging search around the work your next leader must handle.
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?
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.