Medical Physicist 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 medical physicist who can assess equipment findings, document decisions, and explain when work should pause.
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.
- Therapeutic Medical Physicist
- Diagnostic Medical Physicist
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?
Therapeutic medical physicists support treatment planning and treatment equipment. Diagnostic medical physicists assess imaging performance and radiation safety. A combined post needs documented work in both scopes. We screen against the systems, approval paths, and coverage duties in your department.
Equipment familiarity matters, but judgment under pressure matters too. A therapeutic physicist may review a plan, investigate an output result, complete quality assurance, and speak with therapists before treatment resumes. A diagnostic physicist may assess image quality, review acceptance testing, examine protocols, and investigate an imaging concern.
Ask for the decision sequence, not just the outcome. If a hypothetical test falls outside your accepted range, ask what data the candidate would review, who they would contact, what work could be affected, and what they would record. The answer should separate a routine correction from an issue needing vendor, physician, or leadership input.
What do we check before you see anyone?
We review ABR certification in medical physics against the scope of your opening. We ask whether recent work was therapeutic, diagnostic, or combined, plus which decisions the candidate made independently. Certification does not prove experience with every modality or planning system.
- We confirm CAMPEP training and discuss the supervised clinical work completed during that training. We ask how the candidate applied that work to plan review, imaging assessment, commissioning, or quality assurance. Your team decides whether that record fits the duties assigned.
- We check state registration or license status where your location calls for it. We ask whether it is active, whether an application or transfer is pending, and what could affect timing. You complete your own credentialing review before a start date.
- We discuss each modality by task. We ask which linear accelerators, treatment planning systems, CT, MRI, nuclear medicine, or other systems the candidate used. We also ask what they reviewed personally and when they contacted a vendor or another physicist.
- We test quality assurance judgment with a hypothetical result related to your service line. We ask what the candidate would inspect first, how they would compare it with prior data, and what facts they would document before recommending further action.
- We examine communication and reporting work. We ask how the physicist explained a technical finding to therapists, technologists, physicians, or service personnel. We also ask how they tracked follow-up and handled a reportable concern under a former employer’s policies.
Where do we find them, and why would they move?
Physics residents may fit when their supervised clinical work matches your modality mix and your senior support plan. They may seek a first independent post, a geographic move, or more direct responsibility. We separate training exposure from work completed independently.
Physics consulting groups can offer candidates who have worked across several sites and equipment types. Some may want a permanent department role, fewer locations, or continuity with one team. We ask whether their assignments match your daily duties, approval paths, and on-call expectations.
Which mistakes stall the search?
A common mistake is choosing from publications alone without asking who completed daily quality assurance, plan checks, imaging tests, and service follow-up. Another is leaving state registration or license questions until late, when an application or transfer may affect a feasible start date.
Interviewing only leaders, then learning therapists or technologists cannot work effectively with the candidate’s communication approach.
How would we run the search for this opening?
Tell us whether the post is therapeutic, diagnostic, or combined. We screen credentials, work history, relocation plans, and fit with concrete questions. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Share modalities, software, vendor coverage, on-call duties, approval paths, and decisions the physicist will own.
Define the scope
We use those facts when screening work history and fit.
Meet screened candidates
You choose whom to interview and complete your own credentialing and clinical assessment. Include leaders and technical staff who rely on the physicist’s findings.
Complete the hire
Healthcare Headhunters provides permanent contingency placement with 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. We arrange locum tenens, travel and contract coverage on request.
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 (Radiology Director)
Related roleMedical Dosimetrist
Related roleDirector of Laboratory Services
Related rolePathologists' Assistant
Related roleNational median annual wage. SOC 19-2012, Physicists.
BLS reports Physicists as one occupation. It does not publish a separate estimate for Medical Physicist, 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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Is ABR certification enough for this position?
ABR certification in medical physics is an important credential, but it does not answer every hiring question. Review CAMPEP training, recent modality work, state registration or license status where applicable, and the candidate’s record with the duties you plan to assign.
Should we hire a therapeutic or diagnostic medical physicist?
Start with the systems and decisions the person will own. Therapeutic physicists commonly support treatment planning and treatment equipment. Diagnostic physicists focus on imaging performance and radiation safety.
How do we assess equipment experience without turning the interview into a vendor exam?
Use a hypothetical quality assurance review, problem investigation, or acceptance test involving one of your modalities. Ask what data the candidate would inspect, what they could decide, and when they would call a vendor or physician.
What should we ask about a failed equipment test?
Use a hypothetical issue resembling work in your department. Ask what the candidate would verify, who they would notify, what work might pause, and what record they would create.
What if a candidate needs to relocate or obtain state registration?
We ask about relocation plans and current authorization early. A move, registration application, family timing, or interest in a different scope can affect availability. Your offer and credentialing process determine what timing and support fit your organization.
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.
If you need a medical physicist for treatment, imaging, or a combined scope, tell us which systems, decisions, and coverage periods need support. We will begin with candidates whose credentials and recent work warrant your review.
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.