Interventional Radiology Technologist (IR Tech, Special Procedures Tech) Recruiters
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Hiring an interventional radiology technologist means finding someone who can support sterile procedures, operate imaging equipment, and respond safely when plans change.
No upfront fee. You pay only if you hire.
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What does this hire really come down to?
We recruit IR techs and special procedures techs for permanent positions. Before searching, we clarify your procedure mix, room assignments, call schedule, and division of duties. A candidate’s title alone will not show whether their experience matches your service. An IR technologist may prepare the procedure room, position the patient, manage imaging controls, and support the sterile field.
Ask which tasks the candidate performed personally and which belonged to nurses, physicians, or other technologists. Separate hands-on experience from observation.
Strong screening follows a procedure from setup through room turnover. If a case changes from a planned diagnostic study to an intervention, ask how the technologist adjusts supplies and imaging support. Listen for communication with the operator, radiation awareness, and clear limits on duties outside their training.
What do we check before you see anyone?
Credentials: Ask, “Which credentials and state licenses do you hold, and when do they expire?” Review the radiography credential your facility accepts and applicable state licensure. Treat vascular-interventional certification as preferred unless your facility specifically makes it mandatory. Procedure experience: Ask, “Which procedures have you supported recently, and what was your assignment?”
- Useful answers distinguish vascular access, angiography, embolization, drainage, and biopsy work. Probe unfamiliar procedures rather than accepting a broad claim of IR experience.
- Sterile practice: Ask, “What would you do if you noticed a break in the sterile field?” Look for prompt communication, correction within assigned duties, and an explanation of how supplies or equipment would be handled.
- Imaging and radiation: Ask, “How do you support image quality while limiting unnecessary exposure?” Listen for equipment-specific controls, collimation, shielding, and communication during imaging. Your clinical evaluator should assess technical judgment against your equipment and protocols.
- Call and turnover: Ask, “Describe your role when an urgent case arrives after hours.” A useful answer covers room preparation, team contacts, supply access, and postprocedure tasks. Confirm actual call experience, not merely willingness to join the roster.
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?
We look at hospital IR departments, special procedures services, and outpatient interventional settings. Some candidates also bring catheterization laboratory experience. That background needs careful review because cardiac procedure familiarity does not automatically translate to your noncardiac procedure mix or room responsibilities.
A technologist might consider moving for different call expectations, a broader procedure mix, or more consistent room assignments. Otherwise, a candidate may accept the same working conditions they hoped to leave.
Which mistakes stall the search?
A common mistake is treating general radiography experience as sufficient without asking about sterile procedures, interventional equipment, and recent hands-on case support. Another is describing call as occasional without explaining response expectations, weekend coverage, and how the technologist works with the available team.
Listing every possible procedure without distinguishing frequent cases from occasional services that receive separate training or staffing.
How would we run the search for this opening?
Tell us which rooms and procedures the hire will cover. We screen credentials, work history, and fit through procedure-specific questions. Have your IR evaluator compare shortlisted candidates against your routine cases and emergency call duties. Identify accepted credentials, applicable licenses, call obligations, and any rotation into other imaging areas.
Define the assignment
Explain whether scrubbing, circulating support, or imaging operation belongs to this position.
Compare relevant experience
We flag gaps between previous assignments and your opening. You complete your own credentialing and clinical assessment, including any equipment review or practical evaluation.
Assess the shortlist
Ask each candidate to describe their responsibilities during a recent intervention, including sterile setup, imaging operation, and handoffs. Review familiarity with your fluoroscopy systems and identify training needed before independent room assignments. Use those findings to decide whom to interview and which skills need practical assessment. 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.
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.
National 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 Interventional Radiology Technologist (IR Tech, Special Procedures 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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Should we require vascular-interventional certification for this IR opening?
Decide based on your facility’s credential standards and assigned duties. Distinguish that certification from the accepted radiography credential and applicable state license, rather than presenting a preferred certificate as a universal legal mandate. Duties vary by facility. We ask what they want to change and compare that with your opening.
Can a catheterization laboratory technologist cover our IR procedure mix?
Possibly, but review their actual procedures and credentials first. Ask about noncardiac interventions, sterile setup, equipment familiarity, and duties they would need to learn before receiving independent assignments.
How should we evaluate someone whose recent work was mostly outpatient IR?
Compare their case mix and support team with yours. If your opening includes urgent inpatient cases or call, ask how they have handled unexpected procedure changes and after-hours room preparation.
What should we disclose about scrubbing and imaging assignments?
Explain whether technologists rotate between those duties or hold separate assignments. Ask candidates which role they performed during specific procedures, so apparent experience does not hide a training gap.
How do we compare candidates from single-room and multiroom IR services?
Ask how each candidate received assignments, handed off unfinished setup, and tracked room-specific supplies. Compare their answers with your staffing model; working across several rooms does not by itself prove broader procedural skill.
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 your procedure mix, accepted credentials, room duties, and call expectations. We can build the search around the work your next IR technologist will perform.
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.
Which other positions in this family should you consider?
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.