Travel Allied Health Professional (imaging, lab, cardiopulmonary, surgical, therapy) Recruiters
Keep imaging, lab, cardiopulmonary, surgical, and therapy work moving when an open role delays scheduled care.
No upfront fee. You pay only if you hire.
Need someone now? Call 954-738-4689.
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- Travel Tech
- Travel Therapist
- Travel Allied
What does this hire really come down to?
A travel allied professional can cover defined duties while you pursue a permanent hire. We screen the modality, license status, recent equipment use, and assignment record against the work your department needs completed.
Start with the shift, not the title. You may need a CT technologist for call, a laboratory professional to work analyzer flags, a surgical technologist to turn rooms, or a therapist to manage evaluations and assigned caseloads.
Decide whether the opening calls for travel coverage, a contract assignment, rapid response help, or a permanent search. Travel and contract coverage are available on request. Permanent contingency placement is our core service, with no upfront fee and payment only if you hire.
What do we ask candidates about?
- We confirm the credential connected to the discipline. It may be ARRT, ARDMS, NBRC, NBSTSA, ASCP, or an active PT or OT license. We ask which credential applies to the duties you assign rather than treating one registry as proof of every skill.
- We review state licensure portability and current authorization where the profession requires a license. We ask whether the clinician can work in your state or has a pending step that could affect timing. Your organization makes the final credentialing decision.
- We ask about recent equipment and software use. For imaging, that may include modality and scanner workflow. For laboratory work, it may include analyzers, specimen processing, and result review. For surgical, cardiopulmonary, and therapy roles, we ask about procedures, charting, and handoffs.
- We obtain recent assignment references. We ask supervisors whether the person performed the assigned duties, completed documentation, followed local escalation routes, and reported reliably. A reference can reveal whether a short orientation was enough for the work assigned.
- We compare recent practice with your setting. A hospital technologist may have different experience from someone working in an outpatient site. When relevant, we ask about call, procedure support, inpatient handoffs, turnaround expectations, or therapy caseload management.
- We discuss practical assignment details before presentation. Tell us about shifts, weekends, call, floating, access steps, charting, dress rules, and orientation. If the clinician has not used your software, you can decide whether local training time works for the assignment.
We discuss experience and qualifications. Your team assesses clinical ability and completes the credential checks before hiring.
Where do we look, and why would they move?
Our source pool includes allied travelers finishing contracts, plus hospital technologists and therapists ready to travel. People may consider a move for location, assignment length, modality exposure, or a different compensation structure. Each person’s reason should be tested in conversation.
Career travelers often know how to enter an established department with a short orientation. Hospital-based professionals new to travel may bring deeper experience with one employer’s routines. We identify that distinction because your department lead may value one background over the other.
Which mistakes stall the search?
Do not list only “travel tech.” Tell us whether you need MRI, general radiology, vascular ultrasound, blood bank, respiratory work, surgical service, or therapy coverage.
Disclose call, weekends, floating, or expected case types before interviews begin. A credentialed clinician may still decline work that was not described clearly.
Do not expect the traveler to rewrite local policy or repair department problems. Give shift duties, escalation contacts, documentation expectations, and a clear handoff plan.
How does your search work?
Tell us who you need
We ask about the job, your team, the requirements and what you can offer.
We find and contact people
We research suitable backgrounds and speak with candidates about their experience and interest.
You meet the strongest candidates
We explain why we recommend each person and arrange introductions for your interviews.
We help you complete the hire
We help with feedback, the offer, notice and practical questions before the start.
Tell us the job, setting and location. We will discuss your requirements and the terms before a search begins.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
Ask us for a current range
No direct SOC occupation matches this role.
No reasonable single SOC occupation isolates this work. Ask us for a current range.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
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What do employers ask us?
Which credentials should we name in the search?
Name the credential tied to the assigned work, such as ARRT, ARDMS, NBRC, NBSTSA, ASCP, or a PT or OT license where applicable. Also describe the modality, procedure area, or therapy population.
Can a traveler work with a license from another state?
That depends on the profession, the clinician’s current status, and your state’s rules. We screen portability and authorization, while your organization completes its own credentialing review before a start date.
How do you assess equipment experience?
We ask what equipment, software, and related duties the person handled recently. Share the scanner, analyzer, charting system, surgical setup, or documentation process that matters to your department.
Should we choose a career traveler or someone leaving a hospital role?
A career traveler may be more accustomed to changing locations and short orientations. Someone from a hospital role may know one employer’s processes in greater depth, so the better choice depends on your onboarding plan and assignment scope.
What if we decide to hire permanently instead?
We can conduct a permanent contingency search. 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 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.
Send us the discipline, license location, shift, equipment, and assignment type. We will begin with professionals whose recent work fits the duties you need covered.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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?
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