OR / C-Arm Radiologic Technologist 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.
Hiring an OR / C-Arm radiologic technologist means finding someone who can obtain surgical images without disrupting sterile work or overlooking radiation safety.
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?
We recruit for the imaging work that happens inside your operating rooms, not just for a radiography title. Your search should describe the procedures, equipment, room assignments, and call schedule. A technologist covering orthopedic cases may bring different experience from someone supporting spine procedures or vascular imaging.
We ask candidates to explain those differences through actual tasks.
Start with the moments when imaging affects the surgical team’s next move. Can the technologist position the C-arm around the table, recognize an obstructed view, and communicate before moving equipment? Observing cases is not the same as operating the equipment throughout them.
Also separate technical familiarity from room judgment. If a surgeon requests another image while staff are repositioning, the technologist needs clear communication about movement and exposure. Ask how they coordinate with scrub staff, anesthesia, and the surgeon. Your employer team completes its own credentialing and clinical assessment; we screen credentials, work history, and fit.
We arrange locum tenens, travel and contract coverage on request.
What do we check before you see anyone?
Credentials: What radiography credentials and applicable state license do you hold, and when do they expire? Compare the answer with your hiring criteria. If you require ARRT certification, confirm its current status rather than treating a résumé abbreviation as verification.
- Procedure experience: Which orthopedic, spine, pain, or vascular cases have you supported, and how often? Useful answers identify equipment positioning, requested views, and the candidate’s own duties. Do not count every procedure mentioned as independent experience.
- Sterile-field coordination: How do you move a draped C-arm when access around the table is restricted? Look for communication with scrub staff, awareness of equipment clearance, and a clear response when contamination is suspected.
- Radiation safety: How do you approach repeat imaging, shielding, dosimetry, and staff communication during fluoroscopy? Strong answers connect image quality with exposure awareness and local protocols, rather than simply saying they work quickly.
- Equipment and image records: Which mobile systems have you operated, and how do you confirm patient identifiers and transfer images? Ask what happens when images do not reach the expected destination or equipment faults interrupt a case.
- Call and competing cases: If two rooms request imaging, who decides the sequence, and how do you communicate delays? Useful answers describe escalation and coordination. Confirm whether their previous call duties match your actual coverage expectations.
Where do we find them, and why would they move?
Relevant source pools include hospital surgical imaging teams, ambulatory surgery centers, orthopedic surgical services, and procedural departments using fluoroscopy. We distinguish regular intraoperative C-arm assignments from occasional coverage by general radiographers. Experience in a larger hospital does not automatically mean broader hands-on procedural work.
Possible reasons for moving include a different call rotation, a more consistent procedure mix, or a preference for ambulatory scheduling. We ask candidates what they want to change and compare that with your role. A schedule change is only attractive when the details are clear before interviews.
Which mistakes stall the search?
A common mistake is advertising general radiography while expecting daily surgical coverage can attract candidates without sustained C-arm experience. Name the principal procedures and explain whether general imaging remains part of the assignment. Another is listing call without its practical details leaves a major hiring question unanswered. Describe the rotation, response expectations, and how after-hours imaging requests reach the technologist.
Treating experience with one C-arm as familiarity with every system can hide training needs. Identify your equipment and let your clinical team assess the learning gap.
How would we run the search for this opening?
We review procedure mix, equipment, shift structure, call, and any general radiography duties with you. We ask candidates to describe room setup, image acquisition, sterile coordination, and equipment problems. You assess clinical skill, complete credentialing, and make the hiring decision.
Define the room assignment
We also establish which credentials you require and which experience you would consider with training.
Screen for actual case work
We compare their answers with your assignment and flag areas your interview team should test further.
Move to employer 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.
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 OR / C-Arm Radiologic Technologist, 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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Can this search support our own per diem pool?
Yes, per diem recruitment means placement into your pool, not filling individual shifts. Describe orientation, availability expectations, and which procedures pool members must cover. Ask which procedures they supported regularly and what they handled themselves. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Can a general radiographer cover our surgical C-arm assignment?
Possibly, but confirm recent hands-on surgical work. Ask for specific cases and arrange your own assessment of positioning, sterile coordination, and fluoroscopy practices.
Should we require experience with our exact C-arm?
That depends on available training and the assignment. Identify system-specific gaps before deciding that experience with another model is sufficient.
How should we describe a mixed OR and diagnostic imaging role?
State both duties and explain how assignments are made. Candidates need to know whether surgical coverage interrupts scheduled radiography work.
What should we discuss about spine case experience?
Ask which procedures they supported and how they obtained requested views. Your clinical team should assess whether that experience matches your surgeons’ work.
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 surgical case mix, C-arm systems, and coverage gaps. We can build a search around the work your next technologist will actually 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
- 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?
Interventional Radiology Technologist (IR Tech, Special Procedures Tech) · Limited Scope X-Ray Technician (Basic X-Ray Machine Operator, Limited Permit)
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.