PET/CT 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 PET/CT technologist means finding someone who can manage tracer timing, patient preparation, and image quality within your department’s authorized scope.
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?
A PET/CT appointment starts before the patient reaches the scanner. The technologist reviews preparation, checks relevant documentation, coordinates the radiopharmaceutical schedule, and explains the examination. We help you recruit for those duties, rather than treating general CT experience as proof of PET competence.
Your position may involve attenuation-correction CT, diagnostic CT, or both. Contrast administration, scanner protocols, and supervision arrangements affect the experience you need. Describe these boundaries before interviewing, so candidates can explain what they have actually performed.
Ask how the candidate handles a disrupted examination. If a patient arrives with incomplete preparation or cannot tolerate positioning, what information does the technologist gather? A useful answer describes documentation, communication with the interpreting team, and decisions made within established protocols. It should not substitute independent treatment decisions for escalation.
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 and scope: Ask, “Which nuclear medicine certification and state licenses do you hold, and what CT duties were you authorized to perform?” Review current credentials and applicable licenses. Discuss ARRT or NMTCB credentials where relevant, without treating every certificate as universally mandatory.
- Patient preparation: Ask, “Walk us through your checks before an FDG examination.” Listen for protocol-based preparation review, relevant history, glucose documentation when applicable, patient identification, and escalation of discrepancies. Ask who resolves an unclear order before tracer administration.
- Radiopharmaceutical handling: Ask, “How do you check the ordered tracer, activity, administration time, and documentation?” Strong answers distinguish personal duties from radiopharmacy duties. They also describe radiation safety practices, contamination response, and how a delayed delivery affects the appointment sequence.
- Acquisition and artifacts: Ask, “If you notice motion or PET/CT misregistration, what do you review next?” Look for a clear account of positioning, acquisition checks, reconstruction review, and consultation about additional imaging under departmental protocols. Ask candidates to distinguish artifacts from findings requiring interpretation.
- CT and patient monitoring: Ask, “Which CT protocols and contrast-related tasks did you perform yourself?” Seek specific experience with your scanner duties, applicable authorization, monitoring, and escalation procedures. A candidate who assisted with diagnostic CT should not present that exposure as independent practice.
- Handoffs and records: Ask, “What must the interpreting clinician know before reviewing a difficult study?” Useful answers identify preparation deviations, injection issues, timing, patient tolerance, and acquisition changes. Ask how that information reaches the reader and remains traceable in the examination record.
Where do we find them, and why would they move?
We look at hospital nuclear medicine departments, outpatient PET/CT centers, oncology imaging services, and mobile PET operations. These backgrounds offer different experience. A mobile technologist may know transport-related scheduling constraints, while a hospital candidate may have broader exposure to patients needing additional assistance.
Ask which travel commitments or mixed-modality duties they want to change. Compare their recent tracer mix, daily responsibilities, and CT scope with your service before deciding whether the background transfers.
Which mistakes stall the search?
A common mistake is treating PET/CT as ordinary CT recruitment. Ask for recent PET responsibilities and radiopharmaceutical handling experience, not just familiarity with cross-sectional imaging. Another is leaving diagnostic CT duties vague. Specify whether the role includes contrast work and diagnostic acquisition, then verify the candidate’s credentials and authorized practice.
Ignoring delivery and appointment dependencies. Describe tracer arrival, uptake scheduling, patient transfers, and late-day documentation so candidates can assess the actual workday.
How would we run the search for this opening?
Tell us your examination mix, scanner platform, operating hours, and CT scope. We screen credentials, work history, and fit through questions about preparation, acquisition, safety, and handoffs. Assess the shortlist against your PET and CT duties. Include tracer handling duties, patient support, and any mobile work.
Define the assignment
We separate essential experience from skills your department can teach.
Review screened candidates
Use interviews to probe any difference between reported experience and your protocols.
Confirm the permanent search
Have your clinical lead compare each candidate’s tracer experience, artifact recognition, and escalation decisions. Identify any supervised training needed before assigning independent scanner work. 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 29-2033, Nuclear Medicine Technologists.
BLS reports Nuclear Medicine Technologists as one occupation. It does not publish a separate estimate for PET/CT 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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Should diagnostic CT experience be essential?
Make it essential when your assignment includes diagnostic CT duties the hire must perform independently. If CT serves only your PET protocol, assess that specific scope instead. Start by separating the PET duties from the CT duties. Someone may consider moving for a more predictable schedule, a different scanner platform, less travel, or a clearer PET-focused assignment.
Can a CT technologist move directly into our PET/CT opening?
CT experience alone does not establish nuclear medicine qualifications. Review the candidate’s PET training, certification, applicable license, and radiopharmaceutical experience before considering the role.
How should we assess experience with different tracers?
Ask which tracers the candidate used recently and which preparation, timing, and documentation tasks they handled. Compare that experience with your examination mix and available training.
What should we ask a mobile PET candidate?
Ask about equipment checks, delivery coordination, patient access, and communication with host sites. Then explore how those duties compare with your fixed-site assignment.
How do we evaluate scanner-platform differences?
Ask candidates to describe their acquisition and reconstruction work on previous systems. Your clinical assessment should identify platform-specific training without overlooking sound PET/CT judgment.
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.
Share your PET/CT scope and scheduling constraints with Healthcare Headhunters. We can build a search around the work your 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?
Nuclear Medicine Technologist (Nuc Med Tech) · Interventional Radiology Technologist (IR Tech, Special Procedures 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.