New site & project recruitment

FAQs

The questions we're asked most about new site setup,

graduate hiring and project recruitment.

How far in advance should we start recruiting for a new medical imaging clinic or site?

Earlier than most people expect — and earlier than most people do. For a new imaging site, we recommend engaging a recruiter at least six to nine months before your planned opening date, and for specialist roles or international hires, longer still. Experienced imaging professionals — particularly sonographers, MRI radiographers, and nuclear medicine technologists — are in short supply nationally, and most are not actively looking. Reaching them, building interest in a site that doesn't yet exist, and moving through a hire process takes time; factor in AHPRA registration and state radiation licensing for any international appointments, and the timeline extends further.

Can you recruit an entire imaging team from scratch for a new site — across multiple modalities?

Yes — and this is one of the areas where using a specialist imaging recruiter makes the most material difference. Building a full team for a new site is fundamentally different from filling a single vacancy: you need to hire across modalities simultaneously, sequence appointments so senior staff are in place before junior hires, and manage multiple candidate timelines against a single opening date. We support the full workforce build — from lead radiologist or clinical director through to radiographers, sonographers, MRI specialists, nuclear medicine technologists, and support staff — coordinating it as a single engagement rather than a series of disconnected hires. Where permanent recruitment alone can't fill the gap in time, we can integrate locum or contract cover to ensure you open on schedule.

Our opening date may shift due to equipment or construction delays — how do you manage recruitment timing around that?

Carefully and transparently — because a poorly managed process can impact staff who have already resigned from existing roles before you're ready to open, which is damaging for everyone involved. We structure recruitment timelines with contingency in mind, communicate openly with candidates about realistic start dates, and stage the process so offers and start dates can flex within a defined window. Candidates who are genuinely interested in the opportunity rather than just the next available role are generally willing to work with reasonable timelines if they're managed honestly from the outset. We've navigated delayed openings before; the key is not overpromising to candidates early in the process.

We're a new practice with no employer brand — how do you attract candidates to a site that doesn't exist yet?

Through relationships, context, and honest positioning — not advertising. A new imaging site has no reviews, no established reputation, and no existing team for candidates to speak to; what it usually does have is a compelling story: modern equipment, the opportunity to help shape a culture from scratch, and in many cases a strong clinical or ownership team behind it. We translate that into a candidate proposition that experienced imaging professionals find genuinely appealing — particularly those frustrated with the constraints of large corporate networks. Our candidate relationships mean we can have those conversations directly, without relying on a job ad that a new practice would struggle to make land.

Can you help us think through the right staffing model before we commit to headcount?

Yes, and we'd encourage it. Committing to a headcount structure before you understand the local candidate market, typical modality staffing ratios, or the cost implications of different engagement models is a common and expensive mistake. We can provide market intelligence on salary benchmarks, typical team structures for different clinic types and volumes, candidate availability in your target location, and whether your planned modality mix is realistic to staff within your timeline. It's part of how we work with new site clients from the start — so the recruitment process is built to succeed, not just begun.