Imaging, Lab, Rehab & Diagnostic Services Leadership
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 diagnostic services leader who can make clear decisions about staffing, equipment, survey work, and department spending.
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.
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?
Imaging, laboratory, rehabilitation, and diagnostic services do not run the same way. An imaging leader may reset schedules after scanner downtime. A laboratory leader may review specimen handoffs and turnaround delays. A rehabilitation leader may address therapist coverage, documentation, referrals, and supervision.
We clarify which departments report to this hire and which decisions remain with discipline managers.
We ask what the candidate did when an instrument failed, a vacancy changed the schedule, or a survey finding needed correction. Useful answers identify the records reviewed, the staff involved, the decision made, and what changed afterward.
The setting also matters. Hospital leaders may bring experience with on-call coverage, inpatient handoffs, and shared capital planning. Outpatient leaders may know referral patterns, appointment access, and direct expense control. We look for comparable work, not a familiar title. A family leader must know when to lead across departments and when to rely on a discipline-specific manager.
What do we check before you see anyone?
Confirm the state license needed for the discipline and supervisory scope. We ask where the candidate holds a license, whether a move affects eligibility, and which duties they performed under that license. Your team completes final credentialing, legal review, and clinical assessment.
- Review direct accreditation and survey work. For relevant imaging and laboratory roles, this may include ACR or CAP activity. We ask which records the candidate owned, what finding they corrected, how they tracked the work, and whether they attended the site survey.
- Examine budget responsibility in practical terms. We ask whether the candidate built a departmental budget, approved purchases, presented a capital request, or managed vendor contracts. Strong answers explain a choice between repair and replacement, revised schedules and added staff, or competing equipment requests.
- Test how the candidate uses operating measures. Ask what they tracked for exam volume, turnaround time, canceled appointments, delayed reports, staffing expense, or quality indicators. Then ask what they changed after a missed measure. Reading a dashboard differs from changing daily work.
- Probe people management beyond headcount. We ask about interviewing, onboarding, coaching, corrective action, schedule disputes, and resignations. If a candidate reports better retention, we ask what changed for evening, weekend, or specialized staff and whether managers followed the same approach.
- Verify current national board certifications when they matter to your opening. A certification can support technical credibility and peer coaching. It is not automatically a legal condition for every leadership role, so we separate preferred credentials from state license needs and your internal standards.
Where do we find them, and why would they move?
We identify leaders from large academic medical centers, regional private hospital systems, and high-volume outpatient imaging or laboratory networks. Academic backgrounds may bring subspecialty equipment and layered approval processes. Outpatient backgrounds may bring referral volume, scheduling access, and direct cost decisions.
Neither background suits every opening.
A supervisor may seek director authority after handling leadership work without budget control. A director may want different service lines, a shorter commute, or more input on equipment planning. We ask what they tried to change, what remained outside their authority, and what they want to own next.
Which mistakes stall the search?
A common mistake is selecting the strongest technical specialist without testing budget choices, difficult staff conversations, or department-wide schedule changes. Another is treating imaging, laboratory, and rehabilitation leadership as interchangeable when the opening needs a particular service model, license, or reporting structure.
Accepting a broad statement about survey readiness without asking what the candidate personally prepared, corrected, presented, or followed through after the survey.
How would we run the search for this opening?
Tell us which services report to the leader, where the work occurs, and which decision needs attention first. We screen work history, credentials, licenses, and fit through role-specific questions. You meet selected candidates and decide whether to hire. Technical credentials do not prove leadership judgment.
Define the role scope
We clarify whether the opening centers on survey findings, equipment planning, staffing, service growth, or a combination of duties.
Review the evidence
You assess selected candidates through your own interviews, clinical review, reference process, and credentialing process.
Choose your hire
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.
Every title in Imaging, Lab, Rehab & Diagnostic Services Leadership
- Director of Imaging (Radiology Director)
- Radiology / Imaging Manager
- Outpatient Imaging Center Manager
- Breast Center Manager
- Medical Physicist
- Medical Dosimetrist
- Director of Radiation Oncology Services
- Director of Laboratory Services
- Laboratory Manager
- Blood Bank / Transfusion Service Supervisor
- Pathologists' Assistant
- Director of Rehabilitation Services
- Outpatient Therapy Clinic Director
- Director of Respiratory Care
- Perfusionist / Chief Perfusionist
- Sterile Processing Manager
- Imaging Supervisor
When should we search outside our local market?
Consider a wider search when the role needs a state-specific license, direct ACR or CAP survey work, or leadership across specialty services. We discuss relocation interest early, including license timing, commute expectations, and personal move factors. People consider moves for specific reasons.
Should one leader oversee imaging, laboratory, and rehabilitation services?
That depends on your reporting structure and the level of discipline-specific oversight each service needs. One executive may lead several departments while imaging, laboratory, or rehabilitation managers direct daily technical work.
How do we assess someone who has not used our equipment or software?
Exact platform experience can help, but it is not the only evidence. Ask how the candidate learned a prior system, handled downtime, reviewed vendor performance, and led staff through a changed workflow.
Can you help with nonpermanent coverage?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What should we do if a candidate receives a counteroffer?
Return to why the candidate considered a move. Ask whether the counteroffer changes reporting authority, advancement, resources, or the original concern. More pay may not resolve disputes about staffing, equipment decisions, or service-line 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.
Tell us which daily decisions are creating pressure across your diagnostic or rehabilitation services.
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.