Per Diem 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 a per diem radiologic technologist means finding someone whose availability, radiography skills and orientation needs match the shifts in your own staffing pool.
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 radiologic technologists for placement into your per diem pool, not for individual shift coverage. Before sourcing, we ask which examinations they will perform, where they will work and how you schedule pool staff. A candidate who wants occasional outpatient hours may not accept overnight hospital assignments.
General radiography may include scheduled examinations, portable imaging and emergency department requests. Ask whether the technologist will work alone, move between departments or handle unfamiliar equipment. Those details change the experience you should seek and the orientation you should plan.
Per diem availability needs more than a statement that someone is flexible. Clarify weekend expectations, notice periods and any minimum participation rules your facility sets. If a candidate holds another job, ask how schedules are released and whether outside work could conflict with your pool commitments.
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?
Credentials: Ask, “Which radiography credentials and state licenses do you hold, and when do they expire?” We screen their status against your stated criteria. Applicable state licensure is necessary where required; ARRT certification preferences should be distinguished from legal obligations.
- Examination scope: Ask, “Which examinations did you perform regularly in your most recent role?” A useful answer separates independent work from limited exposure. Probe portable imaging, trauma radiography or operating room assignments only when those duties belong to your opening.
- Equipment readiness: Ask, “How did you learn an unfamiliar detector, console or portable unit?” Look for a clear account of supervised practice, image review and asking for help. Naming equipment alone does not show readiness for your rooms.
- Patient handling: Ask, “How do you approach an examination when a patient cannot follow positioning instructions?” Look for attention to communication, mobility limits, assistance and escalation. Your clinical team assesses whether the candidate's judgment fits your patient population.
- Image workflow: Ask, “What do you check before sending an examination for interpretation?” Useful answers discuss patient identification, examination details, image quality and documentation. Ask how the candidate handles a mismatch rather than accepting a general claim of accuracy.
- Pool participation: Ask, “What availability can you commit to, and what could change it?” Seek specific days, restrictions and scheduling conflicts. Also ask how the candidate reports an absence and stays current with department updates between assignments.
Where do we find them, and why would they move?
We look among hospital radiography departments, outpatient imaging centers, orthopedic practices and urgent care settings. For orthopedic and urgent care candidates, we ask about the range of examinations performed and access to assistance during their shifts. Hospital experience may include portable work, while outpatient experience may center on scheduled examinations and consistent equipment.
We ask about duties rather than treating the setting as proof.
Some technologists may seek supplemental hours alongside a regular position. Others may want fewer scheduled days or a different mix of examinations. Interest in extra income does not establish availability for holidays or short-notice requests.
Which mistakes stall the search?
A common mistake is advertising “flexible shifts” without defining your expectations. State whether staff choose available assignments or must commit to particular days, weekends or holidays. Another is treating general radiography experience as evidence of readiness for every imaging assignment. Separate radiography from CT, MRI or other modalities unless those credentials and duties are explicitly part of the search.
Skipping orientation because the hire is experienced. Confirm equipment training, access setup, emergency procedures and the contact for questions before assigning independent work.
How would we run the search for this opening?
You describe examination scope, locations, scheduling rules and orientation. We review credentials, work history and availability through concrete questions. Compare shortlisted candidates on recent examination experience, readiness for your equipment and availability for the shifts your pool actually offers. Your department decides what orientation each finalist would need before independent assignments.
Define the pool assignment
We distinguish fixed availability from occasional interest and clarify which credentials you need before presenting candidates.
Screen for practical fit
You complete your own credentialing and clinical assessment, including any equipment demonstration or examination review your department uses.
Confirm the placement
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. Confirm the pool arrangement before acceptance.
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 wage for Per Diem Radiologic Technologist, this seniority level or these 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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What if our pool needs both radiography and CT?
List each modality separately and specify the credentials, recent experience and duties you expect. We screen against that combined scope rather than assuming radiography experience covers CT. Identify which radiography duties your pool member must perform independently. We test those reasons against your pool rules.
Does per diem recruitment cover an individual radiography shift?
This search places a technologist into your own pool. You manage shift offers, scheduling and employment arrangements after hiring.
Can an outpatient technologist cover hospital portable assignments?
Possibly, but the setting alone does not establish competence. Ask about recent portable examinations, equipment experience and assistance needs, then have your clinical team assess readiness.
Should we require ARRT certification for this opening?
Identify applicable licensing obligations first, then state your facility's certification criteria. Do not describe a preferred certificate as a universal legal mandate.
How should we assess someone who works infrequently?
Ask when they last performed your common examinations and used comparable equipment. Discuss how your department handles refresher training and changes introduced between assignments.
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 examinations, locations and scheduling commitments your pool needs. We can build the search around those practical decisions.
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?
Lead Mammography Technologist · Radiologic Technologist (X-Ray Tech, RT(R), Rad Tech)
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.