Medical Imaging & Radiation Therapy
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.
Your imaging service loses schedule time when a credentialed applicant has not performed the exams, procedures, and safety checks your rooms demand.
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 and radiation therapy roles share technical discipline, but their work is not interchangeable. We help you distinguish mobile and operating room radiography experience from CT, MRI, sonography, interventional radiology, and radiation therapy backgrounds. A radiologic technologist may rotate between fixed rooms, portable studies, and surgical cases.
We ask what occurs on a normal shift: which rooms they cover, which exams create delays, who gives technical direction, and where the person must make a sound decision without repeated coaching.
CT technologists handle contrast injection, peripheral IV starts, and protocol details for cardiac or CTA imaging. MRI technologists screen for device-related contraindications before a patient enters the magnet. Sonographers adapt views for age, anatomy, and risk factors. Interventional radiology technologists maintain the sterile field during vascular procedures. Radiation therapy is a separate treatment-delivery function and should be assessed separately from diagnostic imaging.
Compare daily procedure mix, not only employer type.
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?
For radiologic technologists, we screen for active ARRT RT(R) certification and valid state radiography licensure. We ask how recently they performed mobile radiography and operating room fluoroscopy, including positioning when surgical equipment limits access. For CT technologists, we confirm current ARRT(CT) credentials.
- We ask about contrast power injection, peripheral IV starts, and cardiac or CTA diagnostic imaging protocols. Your clinical leaders decide whether that background fits local protocols and supervision.
- For MRI technologists, we review ARRT(MR) or ARMRIT certification. We ask how they identify device-related contraindications and whether they have worked with breast or prostate imaging workflows, since general MRI work may not cover either.
- For diagnostic medical sonographers, we review RDMS credentials in the relevant specialties, such as abdomen or obstetrics, and confirm physics credentials. We ask about pediatric or high-risk patient populations and how they documented difficult or incomplete studies for physician review.
- For interventional radiology technologists, we ask about sterile field maintenance, guidewire manipulation, and vascular catheterization procedures. We clarify the intervention lab complexity levels they have supported rather than treating all procedural work as equivalent.
- For radiation therapy openings, we start with your treatment service, equipment, schedule, and handoffs. Your team completes credentialing and clinical assessment; we screen work history and ask whether prior duties match the job you need filled.
Where do we find them, and why would they move?
We approach professionals from large integrated health systems and specialized academic medical centers. Someone may consider a move for different imaging hardware, another call rotation, or work with a different physician group. We test each person’s reasons rather than presume them.
Candidates also compare shared room coverage, exam flow, radiologist access, and time to resolve image-quality concerns. If your opening includes call, cross-coverage, or a narrow specialty focus, we explain it before an interview.
Which mistakes stall the search?
A common mistake is treating years of experience as proof that someone can perform your particular studies, procedures, or safety checks. Another is choosing software familiarity before asking how the candidate positions patients with pain, mobility limits, surgical hardware, or limited time.
Waiting until late interviews to check registry status, state radiography licensure, or specialty credentials, then finding that documents do not match the opening.
How would we run the search for this opening?
Tell us the modality, rooms, equipment, procedure mix, call duties, and patient groups involved. We review credentials, work history, and role fit. You receive candidates with a clear account of recent duties and move factors. Equipment brand and software affect orientation, but recent exam mix shows whether experience transfers to your rooms.
Set the scope
We separate essential experience from local skills your team can teach.
Screen the evidence
We ask direct questions about contrast injection, MRI screening, sterile technique, mobile studies, specialty imaging, or other duties in your opening.
Meet with context
You conduct interviews, credentialing, and clinical assessment under your own standards.
Every title in Medical Imaging & Radiation Therapy
- Radiologic Technologist (X-Ray Tech, RT(R), Rad Tech)
- CT Technologist (CAT Scan Tech)
- MRI Technologist
- Diagnostic Medical Sonographer (Ultrasound Tech, General Sonographer)
- Vascular Sonographer (Vascular Tech, RVT)
- Cardiac Sonographer (Echo Tech, Echocardiographer)
- OB/GYN Sonographer (Maternal-Fetal Ultrasound)
- Mammography Technologist (Mammo Tech, Breast Imaging Tech)
- Bone Densitometry Technologist (DEXA Tech)
- Nuclear Medicine Technologist (Nuc Med Tech)
- PET/CT Technologist
- Interventional Radiology Technologist (IR Tech, Special Procedures Tech)
- OR / C-Arm Radiologic Technologist
- Limited Scope X-Ray Technician (Basic X-Ray Machine Operator, Limited Permit)
- Radiation Therapist
- Lead MRI Technologist
- Lead CT Technologist
- Lead Mammography Technologist
- Per Diem Radiologic Technologist
Can we hire someone missing one skill?
First determine whether the missing item affects credentialed scope or is a teachable local practice. If your team cannot supervise cardiac CT, operating room fluoroscopy, MRI safety screening, or sterile intervention work, state that early. Ask whether the candidate handled trauma add-ons, screening exams, pediatric patients, high-risk obstetric studies, vascular imaging, operating room turnover, or physician-directed intervention cases.
When should we begin a permanent search?
Begin when repeated coverage gaps, extended call burden, or travel staffing affects the schedule. Starting before a departure lets you compare technical backgrounds instead of accepting the first available applicant.
How should we handle a counteroffer?
Ask what is changing in the candidate’s current role and what they want next. Describe your equipment, procedure mix, call expectations, and technical direction so they can compare actual work.
What should we cover with a relocating imaging professional?
Describe the schedule, call rotation, specialty caseload, and equipment they would use. A candidate may weigh housing costs, family logistics, physician relationships, and whether the role broadens or narrows their modality work.
How does payment work for a permanent placement?
No upfront fee. You pay only if you hire a candidate we present, and a written agreement sets the fee and replacement terms for a standard search before sourcing begins.
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 Healthcare Headhunters which modality and daily duties need coverage. Locum, travel, contract, and per diem placement into your own pool are available on request, with terms confirmed before anyone starts.
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.