Director of Imaging, Outpatient Imaging Center
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.
You need an imaging director who can protect scan access, equipment uptime, and survey readiness at the same outpatient center.
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.
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?
MRI, CT, ultrasound, and mammography may share schedulers, front-desk staff, and technical coverage. They do not share every safety, documentation, preparation, or staffing question. We help you assess a Director who can make sound choices across that combination on an ordinary operating day.
If an MRI service visit disrupts booked exams while CT demand rises and a technologist calls out, what changes first? A credible candidate can explain appointment moves, staff assignments, vendor contact, patient communication, and updates to referral offices.
Accreditation work must continue between survey dates. We screen for leaders who can describe record review, radiation safety documentation, staff education, and escalation when the same issue returns.
What do we check before you see anyone?
Credential and license history. We ask what ARRT credentials and state-specific licensure applied to technical teams in prior roles, how expirations were tracked, and what happened when a file was incomplete. Your center confirms its own credentialing, scope, and applicable license rules.
- ACR and MQSA work. We ask for a survey-preparation example covering document collection, equipment records, staff education, corrective actions, and follow-up. If your center provides mammography, we also ask how MQSA-related tasks stayed visible between formal reviews.
- Multi-modality decisions. We explore how the candidate separated MRI, CT, ultrasound, and mammography concerns while using shared support staff. Ask how they handled a conflict between modality skill needs and a common coverage plan.
- Radiation safety records. We ask which dose-tracking, protocol, training, and incident records the candidate reviewed. Strong answers name who owned each item, how often it was checked, and who acted when documentation was late or incomplete.
- Maintenance and appointments. We ask how preventive service, unexpected repairs, scanner downtime, and booked patients were managed together. The candidate should cover rescheduling choices, vendor updates, staff reassignment, and referral-office communication.
- Technical roster management. We ask how coverage was built around opening hours, absences, modality skills, and expected exam mix. Candidates should explain when they limited bookings, adjusted schedules, or used cross-trained staff within the center’s policies.
Where do we find them, and why would they move?
We recruit Directors from outpatient diagnostic centers, imaging networks, radiology groups, and hospital imaging departments. The right background depends on your modality mix, referral pattern, ownership structure, and the authority you assign over staffing, equipment planning, and service development. We test those reasons against the role.
People may consider a move when local decisions sit too far from the site, advancement has stalled, or they want broader responsibility. Interest in autonomy matters little without evidence of handling its daily consequences.
Which mistakes stall the search?
A common mistake is hiring a survey-season organizer who cannot explain the weekly checks that keep ACR or MQSA records current. Another is selecting a single-modality manager without testing decisions across MRI, CT, ultrasound, mammography, and shared support teams. A candidate may know ACR protocols but struggle to assign corrective work or follow missing records through to completion.
Focusing on growth plans while overlooking referral communication after delays, downtime, or appointment changes.
How would we run the search for this opening?
Tell us which modalities you offer, where access breaks down, who approves equipment decisions, and whether ACR or MQSA work applies. We review work history, stated credentials, license history where applicable, and fit. You meet selected candidates and complete your own credentialing and clinical assessment.
Define the center’s operating questions
We use those facts in candidate conversations.
Screen comparable management work
We ask about staffing gaps, service interruptions, survey preparation, radiation records, and referral communication.
Interview against real choices
We help frame questions around your scanner schedule, technical team, documentation practices, reporting lines, and decision authority.
The role and the setting
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We tell you where qualified Director of Imaging (Radiology Director) 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.
Can you help before a permanent Director is hired?
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 someone to your own pool, not an individual shift. Ask about decisions, not broad management language.
Should the Director hold an ARRT credential or state license?
That depends on the duties you assign and applicable state rules. We screen stated credentials and relevant work history, while you confirm the license, credentialing, and scope needed at your center.
How do we test real outpatient imaging experience?
Ask for a maintenance-day example. The candidate should explain appointment changes, referral-office contact, staff reassignment, and the different limits of each modality rather than giving a general answer.
Can a hospital imaging leader succeed in a freestanding center?
Yes, if the person has made local decisions about access, downtime, technical coverage, and referral relationships. A hospital title alone does not show that experience, so we ask for direct examples.
What should we discuss if a finalist receives a counteroffer?
Ask what would change in the current role and why your position remains attractive. Compare that answer with your actual authority, modality mix, reporting structure, and plans for the center.
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.
Healthcare Headhunters can help you test whether a Director can manage the appointment board, technical team, equipment calendar, and survey work together. Contact us to discuss your center and the evidence worth examining.
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.
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 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.