Radiation Therapist 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.
You need a radiation therapist who can deliver planned treatments accurately while keeping each scheduled appointment moving.
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.
- Radiation Therapy Technologist
- RTT
- RT(T)
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?
Healthcare Headhunters recruits radiation therapists for permanent contingency placement. We screen ARRT (T), state licensure where required, work history, and fit before presentation. You make the final credentialing and clinical assessment decision. A strong therapist follows the prescribed setup sequence even when the treatment board is full.
No upfront fee. You pay only if you hire.
On a shift, that may mean reviewing the daily image, confirming positioning against the approved plan, documenting the treatment, and escalating a mismatch rather than treating around it. We ask candidates what they do when image review raises a positioning question and the next patient is waiting.
Your opening may need a therapist who treats assigned patients, supports simulation, or both. A candidate who has mainly worked at the linear accelerator may need a different onboarding plan than someone who also handles immobilization and simulation workflows. We ask what parts of the patient pathway they perform, who reviews their work, and where they seek help.
We arrange locum tenens, travel and contract coverage on request.
What do we check before you see anyone?
ARRT (T): We verify current ARRT certification in Radiation Therapy and ask about recent treatment duties. We also ask whether the therapist has maintained hands-on work with treatment delivery, rather than holding a credential without current clinical practice. State license: We confirm the candidate’s stated license status for the state where your facility operates, where a state license is required.
- Your team completes its own formal verification and determines whether the license supports the duties in your department.
- IMRT: We ask candidates to describe their role during an IMRT treatment day. Useful detail includes setup review, treatment documentation, communication with physics or dosimetry, and what prompts them to stop and ask for review.
- SBRT: SBRT exposure varies widely. We ask how often the candidate participated, what imaging and immobilization processes were used, and whether they performed treatment delivery or observed a specialized team member perform it.
- Image-guided treatment: We ask which image-guided treatment platforms the therapist has used and how they handle a daily image that does not match expected anatomy or position. This separates routine button-pushing from careful image review.
- Motion management: We discuss breathing synchronization, gating, or other motion-management equipment when it applies to your service line. We ask what the therapist checks before treatment and who they contact when respiratory tracking or setup data does not look right.
Where do we find them, and why would they move?
Our search can reach therapists from cancer centers, hospital radiation oncology departments, and freestanding radiation oncology practices. Each source pool can bring different habits around treatment volume, supervision, equipment exposure, and patient flow. A therapist may consider a move for a shorter commute, a different schedule, access to other treatment technology, a smaller team, or broader duties.
We test the reason for moving against your actual opening. If the role includes simulation or SBRT support, we state that early rather than waiting for the interview.
Which mistakes stall the search?
A common mistake is treating experience on one linear accelerator brand as proof that the therapist can work independently on your equipment without training. Another is listing SBRT as a preference, then failing to define whether the therapist will deliver treatments, support setup, or join an established specialty team.
Waiting until final interviews to discuss schedule, simulation duties, image-guidance expectations, and the person available for technical questions.
How would we run the search for this opening?
Tell us which treatments, imaging tools, motion-management processes, simulation duties, and schedule pattern the hire will handle. We present therapists whose credentials and work history align with your stated opening. After you select a candidate, the written agreement governs the fee and replacement terms for a standard search.
Describe the treatment day
We turn that information into direct screening questions.
Review presented candidates
You review the details, interview for clinical judgment, and complete your credentialing process.
Make the hire
We remain involved through the accepted offer and start planning.
National median annual wage. SOC 29-1124, Radiation Therapists.
The published occupation matches Radiation Therapist. BLS wages are not a specific employer offer.
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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Can you help with temporary coverage instead of a permanent hire?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem placement means adding a clinician to your own pool, not covering individual shifts. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Do you only recruit therapists with SBRT experience?
No: we recruit for the work your department needs. If SBRT is part of the role, we distinguish direct delivery experience from limited exposure or observation.
Can you find someone who can also support simulation?
Yes, when that duty is part of the opening. We ask candidates about immobilization, simulation workflow, patient preparation, documentation, and the extent of their independent work.
How do you check a therapist’s license?
We screen the candidate’s stated ARRT (T) status and state license information where applicable before presentation. Your facility performs final credentialing, license verification, and clinical assessment.
What if our equipment differs from the candidate’s last department?
Different platforms do not automatically rule out a candidate. We identify the equipment used, the person’s training history, and whether your team can provide the onboarding your platform needs.
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 what happens during a normal treatment day and where your team needs help. We will screen for the radiation therapist who fits that 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.
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?
Limited Scope X-Ray Technician (Basic X-Ray Machine Operator, Limited Permit) · Lead MRI Technologist
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.