2022 Radiology Jobs & Compensation Review - www.rsghealth.com 18th Edition 2003-2021
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RadSciences Group, LLC
2022 Radiology Jobs & Compensation Review
18th Edition 2003-2021
www.rsghealth.com
1Contents
Methodology
..............................................................................................................................................................................3
RSG Health Services Remarks
..............................................................................................................................................................................3
Relocation and Bonus Incentives
..............................................................................................................................................................................4
Gender of Candidates
..............................................................................................................................................................................4
Years of Experience
..............................................................................................................................................................................4
Wages ARRT Specialties
..............................................................................................................................................................................5
Wages ARRT Specialties Cont.
..............................................................................................................................................................................6
Wages ARDMS Specialties
..............................................................................................................................................................................7
Wages Cardiology Specialties
..............................................................................................................................................................................8
Regional Differences
..............................................................................................................................................................................9
Travel / Temporary Sector
..............................................................................................................................................................................10
Covid-19 & Vaccine Mandates
..............................................................................................................................................................................10
Recruiting
..............................................................................................................................................................................11/12
Summary
..............................................................................................................................................................................13
About Us
..............................................................................................................................................................................13
Tech
2Methodology
The 2022 Radiology Jobs & Compensation data is based on the total number of full-time (permanent) job searches
acquired by RSG Health Services between January 1, 2021, and December 31, 2021. The compiled compensation
data discussed in this review are ARRT modalities including Radiography, Computed Tomography, Magnetic
Resonance Imaging, Imaging Directors, Mammography, Nuclear Medicine, Interventional Radiology and
Cardiac Cath Lab. The review also includes common ARDMS modalities such as Ultrasound, Vascular, and
Echocardiography. Similar to our previous reviews, the majority (81%) of the job searches represented in this
review consist of hospital-based positions. Additionally, sixty-one percent (61%) of searches conducted were for
hospitals in cities with a population of less than 100,000 residents.
The wages shown in this report reflect the low, average (mean) and highest wage offered for each specialty group
when combining all data. The numbers reflect the starting wage that was offered by our clients, and other
compensation data given to us through our human resources partners when collecting search criteria. The data
does not include shift differential, bonuses, or overtime, only the base wage that was offered. Why is this
important? Many of the third-party compensation surveys available to the public use survey platforms to collect
data directly from providers. Therefore, they might include overtime, bonuses, holiday pay and shift differential
that may or may not be guaranteed income or consistent across the board. This review is not a survey conducted
to healthcare providers. We take a different approach with this review to eliminate the possibility of data being
inflated. Our objective is to report only the base rate that is being offered. As in our previous compensation
reviews, outliers were also taken into consideration when compiling the data and removed when calculating the
averages. An example of this might be a wage that is significantly higher than the average overall wage of a
specific specialty in the same state. This is not uncommon in states such as New York, California and Washington
State where wages can vary dramatically across the area. For instance, some providers working in San Francisco,
CA can make $25.00 more per hour than providers who live in the central valley of California.
RSG Health Services Remarks
Although the data from the Bureau of Labor (BLS) is a bit dated (May 2020), they indicated employment of
healthcare occupations is still expected to grow 9% through the year 2030, which is down from 18% since our last
review. This is an interesting observation, and we find the BLS data to be somewhat antiquated compared to our
findings. As it relates to the radiology sector, the BLS does not report specific job increases or decreases for all
imaging modalities. RSG Health Services reported a 47% increase in job requisitions received by us in the fourth
quarter of 2021 over the previous year, which was only 13%. This is significant of course and is largely due to the
pandemic and the fallout that has disrupted the healthcare sector. We will address this in more detail below.
These last two years have been unprecedented for our industry, but it has also provided options for many
providers who have chosen to look for better opportunities.
3Relocation, Bonus Incentives and Differential
Relocation & Bonus Incentives (Amount) 2021 Low 2021 High 2020 Low 2020 High
*Bonus Incentive Amount/Other Assistance $2,500 $20,000 $1,500 $8,000
*Relocation Allowance Amount $2,000 $10,000 $2,000 $7,000
Relocation & Bonus Incentives (% Offering) 2022 2021
% Facilities offering Bonus Incentives Only 11% 4%
% Facilities offering Relocation Assistance Only 38% 58%
% Facilities offering Both Relocation & Bonus 51% 38%
% Facilities offering Night & Weekend Shift Differential 100% 96%
Average Shift Differential Offered Per Hour (Combined) $3.20 $2.80
*Bonus and relocation rounded to the nearest $100
As a standard practice, repayment agreements are usually required in return for receiving relocation assistance
and bonuses. These agreements simply allow the employer to legally recover these discretionary payments
through payroll deductions or other means in the event a person leaves before fulfilling their agreed upon
employment contract. In most cases, employers do prorate the amount and will give credit for the actual time
worked under their contract should the employee leave before fulfilling their employment agreement. Literally
every hospital we work with requires a repayment contract for relocation allowances and bonuses that are
provided as part of a job offer. While this varies from hospital to hospital, most agreements are usually for one or
two years. To be clear, this only applies to relocation assistance and bonuses. Employees can leave for any reason,
at any time, otherwise. United States labor law also allows “at-will employment”, meaning an employer has the
legal right to dismiss an employee for any reason, and without warning, as long as the reason is not illegal.
Gender of Candidates
Male Candidates: 52%
Female Candidates: 48%
Offers Made by Years of Experience after Graduation
0-3 years: 21%
4-10 years: 26%
11-15 years: 34%
16+ years: 19%
4New hire subsidies such as relocation assistance and bonuses increased significantly last year, as many employers
found it necessary to increase incentives to attract new employees. While this has always been a customary
practice, we observed considerable increases in the amounts being offered.
We also noticed an increase in the number of new graduates and technologists with less experience being offered
jobs in 2021. While this might surprise some, many new graduates have difficulty finding work straight out of
school. This led to us to make note of the number of facilities offering jobs to new graduates or less experienced
providers this past year. This percentage increased from 7% in 2020, to 21% in 2021. While hiring new graduates is
a common practice for some organizations, it is not always an option for many smaller facilities or organizations
that are unable to offer additional training after a student graduates. Furthermore, since we are a recruiting firm,
clients usually contact us because they need someone with experience who can come in and hit the ground
running.
Another factor might be that many senior level providers chose to leave the workforce all together due to Covid-
19, freeing up jobs for lesser experienced technologists and sonographers. Others chose to leave due to vaccine
mandates from their facility or to join the travel (contract) sector. We also observed a 34% increase in the number
of facilities who offered both relocation assistance and bonuses over the previous year. The percentage of our
clients offering both increased from 38% in 2020 to 51% in 2021, which was the largest increase we’ve seen in the
eighteen years we have been producing this compensation review.
Since most hospitals find it necessary to recruit from outside their service area, offering relocation assistance and
bonuses remains a necessary practice. These incentives vary greatly by facility but might include sign-on bonuses,
retention bonuses, relocation reimbursement, directly paying moving companies, and temporary housing.
Wages
When reviewing the low, mean, and high wages below, here is a general idea of the years of experience in each
classification. Again, most of our candidate placements (53%) had more than ten-years of experience, and the
standard practice for determining how much to pay a provider is largely based on the total years of experience
they have in the profession. This excludes school, clinical rotations and other healthcare experience that is
unrelated to medical imaging. There seems to be very little aberration from this practice, and wages can vary
widely throughout the country. Obtaining higher education and additional certifications usually have no bearing
on the wage being offered, even if the provider is working in multiple areas of imaging. Exceptions to this might
be for management roles where it’s commonly requested that directors have a master’s degree, CRA certification,
or both. However, it is also our opinion that obtaining multiple certifications can make a provider much more
attractive in a competitive job environment.
5ARRT Specialties
Low = 0-4 years of experience Mean = 5-9 years of experience High = 10 + years of experience
**Full Time Wages Radiography (R) Computed Magnetic Radiology Director
Tomography (CT) Resonance ***(Salary-Exempt)
Imaging (MR)
Years 2021 / 2020 2021 / 2020 2021 / 2020 2021 / 2020
Low Wage $23.10 / $21.20 $29.20 / $27.10 $31.20 / $26.70 $98,000 / $92,500
Mean Wage $25.80 / $23.10 $37.40 / $34.10 $39.30 / $37.40 $135,100 / $128,800
High Wage $29.80 / $25.90 $48.10 / $37.60 $48.90 / $40.20 $144,500 / $142,000
*BLS/Mean (RT & MRI) $30.63 N/A N/A N/A
*Source, Bureau of Labor (All Radiology Modalities)
**Hourly wages rounded to the nearest $.10
***Salaries are rounded to the nearest $100
RSG Health Services will compare our data to other public sources as well. However, the latest compensation
data we could find from the American Society of Radiologic Technologists (ASRT) is from 2019. Many changes
have happened in our industry over the past three-years, so an accurate comparison might be difficult. In their last
report from 2019, the ASRT indicated the average salary in medical imaging was $69,266 ($33.30/hr). We believe
this was an individual survey of over 14,000 ASRT members throughout the United States and might have been
based upon total compensation to the provider, not just their base compensation. Therefore, the data might have
included overtime, on call pay, shift differential, bonuses, etc. Again, our data was collected from Human
Resources and Talent Acquisition Departments to determine only the base pay being offered.
ARRT Specialties Cont.
Low = 0-4 years of experience Mean = 5-9 years of experience High = 10 + years of experience
**Full Time Wages Mammography (M) Nuclear Medicine (N) Radiology Supervisors &
Managers (ARRT)
Years 2021 / 2020 2021 / 2020 2021 / 2020
Low Wage $26.90 / $24.10 $34.20 / $33.20 $37.00 / $37.00
Mean Wage $33.70 / $32.50 $38.90 / $37.80 $42.60 / $40.10
High Wage $40.50 / $35.00 $45.00/ $41.00 $48.50 / $42.50
*BLS/Mean N/A $38.27 N/A
*Source, Bureau of Labor
**Hourly wages rounded to the nearest $.10
In 2021, we had the most requests to recruit CT Technologists and MRI Technologists. Here is a breakdown of the
most requested ARRT specialties by our clients.
6ARRT Modality Requested
Cath Lab Technologist 18%
CT Technologist 33%
Interventional Rad Tech 11%
Mammographer 3%
MRI Technologist 22%
Nuclear Medicine Technologist 1%
Radiologic Technologist 12%
100%
*Based on 1,233 requisitions
As you will notice, more than 50% of the requests are for Computed Tomography (CT) and Magnetic Resonance
Imaging (MR) technologists. This should come as no surprise, as these two modalities are the bread and butter of
medical imaging and advancements in these two technologies over the past few years has been extraordinary.
While the cath lab usually falls into the areas of cardiology or cardiopulmonary, many cardiovascular techs are
obviously ARRT certified, so this is a modality where we provide recruitment service. Cardiovascular Techs are
always in high demand, and it was the third most requested modality behind CT and MRI.
In previous years, we reported only small increases or decreases in compensation. However, 2021 was quite
different. Literally every modality showed an increase in the high and mean wage being offered. Notably, the high
wage offered for CT Techs increased by almost 28% over last year, and the high wage for MRI Techs increased by
almost 22% during the same period.
ARDMS Specialties
Low = 0-4 years of experience Mean = 5-9 years of experience High = 10 + years of experience
*Full Time Wages ARDMS (RVT/RVS) ARDMS (RDMS & RVT)
Vascular Only Two or More Registries (General
Sonography)
Years 2021 / 2020 2021 / 2020
Low Wage $28.50 / $28.00 $30.80 / $27.80
Mean Wage $39.10 / $35.50 $39.00 / $36.40
High Wage $49.70 / $40.10 $48.50 / $39.80
*Hourly wages rounded to the nearest $.10
Sonographer wages still rank among some of the highest of all medical imaging modalities. The mean wage for
general sonography increased just over 7% last year to $81,120 ($39.00/hr) when combining all wages regardless
of certification, with the highest offer being $48.50 per hour. This does not include cardiac imaging, only
sonographers providing routine ultrasound services. The mean offer made to vascular sonographers was $81,328
7($39.10/hr) with the highest offer made being $49.70 per hour. The mean wage for vascular sonographers
increased just over 10%.
By far, most requests are for sonographers who can perform both general ultrasound and routine vascular studies.
As noted below, this accounted for 71% of the job requisitions we received in 2021 and aligns with data we’ve
published in previous years.
ARDMS Modality Requested
Sonographer / General & Vascular 71%
Sonographer / Echo Only 6%
Sonographer / Vascular Only 12%
Sonographer / Echo & Vascular 11%
Echocardiography & Invasive Cardiology Specialties
Low = 0-4 years of experience Mean = 5-9 years of experience High = 10 + years of experience
**Full Time Wages ARRT, RCIS (Cath Lab RDCS, RCS Cardiology/CV Services Director
& Interventional Cardiac/Echocardiography ***(Salary-Exempt)
Radiology) (Non-Invasive)
Years 2021 / 2020 2021 / 2020 2021 / 2020
Low Wage $29.00 / $27.50 $28.50 / $29.00 $115,000 / $112,500
Mean Wage $37.80 / $34.90 $38.70 / $36.00 $129,300 / $121,500
High Wage $43.00 / $38.20 $42.90 / $38.30 $139,500 / $132,000
*BLS/Mean $33.84 (Combined) N/A N/A
*Source, Bureau of Labor
**Hourly wages rounded to the nearest $.10
***Salaries are rounded to the nearest $100
Latest BLS QUICK FACTS: Diagnostic Medical Sonographers, Cardiovascular & Vascular Technologists
2020 Median Pay $70.38 per year, $33.84 per hour
Number of jobs in 2020 134,100
Job Outlook, 2020-2030 14% (Much faster than average)
Employment Change, 2020-2030 19,100
*Source, Bureau of Labor
According to the Bureau of Labor, employment in all healthcare occupations is projected to grow 16% from 2020
to 2030, much faster than the average for all occupations, adding about 2.6 million new jobs. Healthcare
occupations are projected to add more jobs than any of the other occupational groups. This projected growth is
mainly due to an aging population, leading to greater demand for healthcare services. Overall, the median annual
8wage for healthcare practitioners and technical occupations was $69,870 in May 2020, which was higher than the
median annual wage for all occupations in the economy of $41,950.
While the Bureau of Labor predicts that the number of medical imaging jobs in the United States is predicted to
grow in the coming years, it makes no predictions about wages. Frankly, the BLS data lacks thorough attributes
and should be used as only one benchmark for determining potential opportunities in the future. Afterall, they
group Radiologic Technologist wages in with MRI Technologists, and do not differentiate general ultrasound from
cardiac ultrasound. The only other medical imaging modality they provide compensation data on is Nuclear
Medicine. However, their numbers do align closely with our data on this particular modality.
Regional Differences
RSG Health Services does not break down compensation by individual states. While we understand this specific
data might be helpful to some, there are certain states that produce limited data for us. For example, the state of
Wyoming has approximately thirty-three hospitals, and we worked for only two of them in 2021. By comparison,
Texas has almost four-hundred hospitals and we received more than two-hundred job requisitions from our
clients in the Lone Star State. Therefore, you can understand how this compensation review can be heavily
weighted to represent some regions over others. Wages in states like California, New York, Virginia, and
Washington, to name a few, can be much higher than other states. Most people recognize that everything from
real estate, gasoline and taxes can be substantially more expensive in these particular areas. However, some
healthcare providers we interview seem to believe that the high wages they earn are commonplace everywhere
and making $60 to $70/per hour should be normal in places like Texas, North Carolina, and Florida. We will
assure you, it is not.
We have hundreds of conversations with healthcare providers from all over the country, so we have a good idea
of what each state can offer by way of base compensation. We often wonder why providers in expensive states
criticize a job in Arkansas that might only pay a wage that is half what they make in New York, for example. So,
the question is, do we really have to explain this? Apparently, we do, because this conversation happens weekly
around our offices. Does making $70/per hour in California give a person a better standard of living than making
$40/per hour in Texas? The short answer is no, it absolutely does not. If real estate was the same across the nation,
taxes were the same, and dozens of other factors, then the answer might be yes. Until this happens, just use a
calculator to compare place A & B, and you should be able to determine if your standard of living will be the same,
better, or less based on your new income level.
RSG Health Services represent clients in most areas of the U.S., and we can say that the highest wages tend to be
paid in the western states and in the northeast. Like most situations, there are exceptions. In this case, there are
pockets of the country that pay more, but this is emphatically due to cost of living in these particular areas. This
might include a city like Denver, CO, Key West, FL, or Washington, D.C. If you would like specific data on wages
in a particular city, we suggest reaching out to one of our recruiters for more information. We can then pull
comparable wages in certain regions to give you an idea of what we are seeing in a specific area.
9The more modest wages seem to be paid in areas of the south, midwest and southeast. Again, making a lower
wage does not necessarily translate to being better or worse, especially if the cost of living is commensurate. While
wages are obviously at the forefront of considering a job change, other criteria should be considered when
evaluating the overall opportunity. This includes real estate, state income taxes, insurance, fuel, property taxes
and dozens of other variables. As a healthcare provider, determining what you should be paid can be
complicated. Referencing the 2019 ASRT Salary Report, broken down by region, Radiologic Technologists
working in California earn the most ($101,699) while their counterparts in Alabama earn the least ($54,122).
Regardless of where you live, job seekers should first and foremost consider their standard of living and try not to
compare apples to oranges. People who reside in states like Louisiana, Missouri, Alabama, and Florida can have a
similar standard of living earning less than someone from Colorado who might be earning significantly more.
Travel / Temporary Sector
As mentioned above, we have seen significant pay increases from many of our clients. Much of this is due to what
has been happening in the temporary staffing sector over the past two-years. Many healthcare employers are
finding it necessary to increase wages to deter their full-time staff from leaving for a travel assignment. Even just a
sign that a top performer might be considering leaving is enough for a manager to begin rattling cages in human
resources or administration to try and get the employee to stay. Not only have we seen this work, but some
hospitals have given retention bonuses to employees in return for a commitment from them to stay. Obviously,
not everyone is able to travel, but those who can have been rewarded financially for taking on the uncertainty of a
new gig every few months. While we are not a temporary staffing company, we are closely linked to healthcare
providers who are travelers, are considering it, or who have previously been on assignment. Like any business,
there are pros and cons to being a travel tech. However, the short-term benefit of making good money is the
biggest pro. This is having a huge impact on wages being offered in the full-time job market as well, and we
welcome it. If you are paying your employees a better than average wage, you have a better than average chance
at recruiting and retaining them. While it is not always true, we find that it is rare that people voluntarily leave
their jobs for less money.
Covid-19 / Vaccination & Mandates
There is no doubt the pandemic has touched each and every one of us in some form or fashion. As a recruiting
firm specializing in medical imaging and cardiology, we conduct surveys to providers on a regular basis. One
such survey was conducted through LinkedIn back in November of 2021. It was a simple question: “How will
vaccine mandates affect staffing levels in your department?” Out of 699 respondents, here are the results.
Affect Result
Negative Affect 59.9%
Positive Affect 14.7%
No Affect 25.4%
10Whether you agree or disagree with the vaccine mandates that have been rolled out across the United States, it
seems it has not been popular among the majority of healthcare providers we have interviewed. If it did not affect
the staffing levels of your department, you might be in the minority.
Medical Imaging is a huge part of healthcare, not only from a diagnostic standpoint, but a financial component as
well. Our conversations with providers all over the country largely indicated that many departments are already
short staffed and struggling to keep up. This is especially true with small hospitals. There are more than 1,300
critical access hospitals in the United States. These small hospitals usually have a challenging time recruiting staff
in the first place and losing a handful of people might mean losing 25% of their entire department. This is not
good for patient care, employee morale, or hospitals and the communities they serve. As a windfall, forcing
specialized healthcare workers out of work also leads to higher unemployment. You cannot just replace a
sonographer or mammographer with someone who was previously working as a mechanic or cashier. These
positions might remain unfilled for months or even longer causing an organization to unintentionally develop a
chronic system of poor patient care. That is the opposite of what we need. So, as it relates to compensation and
jobs, these mandates have also caused huge gaps in staffing, causing compensation to rise, and likely affecting the
bottom lines of hundreds of hospitals. When a department director has their labor cost double because half of their
staff are now contractors, that is a hard pill to swallow.
Back in April of 2020, we lost almost 60% of our open job requisitions due to nationwide shutdowns.
Organizations were laying off staff and putting them out to furlough. This year, they are short staffed and in dire
straits to hire people. Many healthcare providers we have interviewed are showing their once loyal attitude
towards their employer is waning, and employee satisfaction might just be at an all-time low. Right now, the
tables have turned, and many providers have jumped ship for higher paying opportunities and contract work.
Honestly, it has been a wake-up call to many healthcare employers who are now having to pay excessive contract
labor companies just to keep staff and maintain fundamental patient scheduling.
Recruiting
If you are an employer trying to attract the best talent in today’s competitive job market, we can give you a few
pointers. We work with some very good organizations that strictly adhere to a fundamental philosophy that we
always promote. That is, make people feel special during the interview process. By contrast, we also work with
some others that constantly struggle to attract providers because they do not invest adequate time with potential
employees. They bring them in for an hour or two, show them around, and then turn them loose. Here are the
main reasons providers make a job change.
Family – If you’re lucky, you’ll have someone apply for your job because they need to be in your area due to
family reasons. This is usually the only time someone is willing to take what is being offered or make a lateral
move. As a hiring manager, you will likely have better luck with these applicants, but this situation is not as
common.
11Title - This is something that many healthcare providers are looking for, and many times you can offer this to
them. Whether it be a title change to Lead Tech, Supervisor, or Manager, sometimes a significant pay increase will
take a back seat because they are now in a better position to move their career forward.
Schedule - This is something we see very often. Some healthcare providers look for a change because they want
off the night shift or weekends. Some are trying to avoid taking as much call, or none at all. While we realize that
being on-call is part of the job in many cases, jobs with no on-call tend to sell very well. We would also like to note
that jobs offering a three- or four-day workweek are usually more desirable than working five days.
Money - This should come as no surprise. If you are not offering them more money or any of the above, then why
should they come to work for you? This is especially true if you are the one who approached them about working
for your organization. If they applied and need to be in your city, then the situation might be different. However,
it’s rare that people voluntarily move for less money. If you are recruiting them, you need to offer something they
do not already have.
There are obviously numerous other reasons, but these four reasons make up the majority. So, look at your
openings and ask yourself if these things are present. If not, then what are some things you can do? Here are a few
starters.
Find something that separates your organization from the others - This is not easy and goes way beyond “our
town has nice people”, or “it’s cheap to live here”. Everyone says this, and it does not work. So, find something
else. If you cannot, then you’re not trying hard enough.
Cater to them – Yes, this works. Fly them out to visit. Take them and their spouse to dinner. Have chocolates,
flowers or some other “welcome gift” in their hotel room. Set them up on a community tour with a realtor, or
personally show them around town. These things absolutely work, and if you are not doing them, you’re going to
lose the most talented candidates to those organizations that are doing these things. Don’t be arrogant and think,
“well, they didn’t do this for me when I came to work here”. That’s not the point. Putting together an engagement
and recruitment strategy that meets today’s recruiting demands is the point.
Sign-on bonuses - Many of our clients who are in desirable areas have never offered bonuses in the past but are
now finding it necessary. It’s usually expected by candidates these days. If you are unwilling to do this, then you
need to really work harder at the first two points above. Remember, you are recruiting them, not the other way
around. Just think about your own situation. If someone were to call you out of the blue and ask you to leave your
current home and employer, wouldn’t you expect that company to help you relocate? Not only will someone incur
relocation expenses, but they will have deposits for rent, utilities and many other expenses associated with
starting over. 51% of the facilities we worked for last year offered both relocation assistance and a sign-on bonus.
The remainder offered one or the other. If you are competing with the hospital down the road and they are
offering a bonus and you are not, you are likely going to end up being a candidates plan B if everything else is
equal.
12Engage candidates quickly – This is by far the biggest mistake we see right now. We send over a good candidate
to be considered for an interview and it takes the manager, or someone in HR, a week or more to engage them.
Simply put, you cannot do this in today’s competitive job market. Good candidates have no shortage of
opportunities to consider and are getting multiple solicitations each week from recruiters trying to fill job
openings. If you do not take immediate action and engage these candidates within 24 hours, you will almost
always lose out. Engage them quickly, make them feel important, and show them how your organization is
different.
And finally, be willing to negotiate pay – This is a job market like none we have seen before. If you are unwilling
to negotiate a dollar or two to get the right people in place, then you are likely going to struggle with today’s
hiring frenzy. Understand, negotiation is almost always part of the deal and should be done within reason. There
is nothing more frustrating than losing someone over a dollar per hour (or $2,080 per year) when it’s within your
company’s pay range. Especially if you are paying a traveler to fill that role until you find someone full-time.
What is that traveler costing you per year?
Summary
As a recruiting firm specializing in medical imaging and cardiology, our point of view can be somewhat different
than a hospital employee, HR recruiter or hiring manager. The overall assessment from our recruiting team is that
the job market for medical imaging professionals has never been better. Wages are on the rise, there are plenty of
available jobs, and this means many healthcare providers who have weathered the storm might now have
opportunities that were not available to them just a couple of years ago. The “Great Resignation” has also played a
part in the demand for providers in every area of healthcare, not just medical imaging. We see no reason this will
change anytime soon, and 2022 should be a great year for those healthcare providers who are interested in seeking
new opportunities.
About Us
At RSG Health Services, we want what you want – to supply you with candidates who have the skills and
expertise you need. The fact is, most search firms do things exactly the same way, and some make guarantees they
cannot keep. We will not guarantee you that someone will accept your job offer, but we can guarantee honesty,
competency, efficient communication and follow through. Give RSG Health Services a chance to make a
difference for your organization.
Confidential Report – NOT for Distribution. ©2022 by RadSciences Group, LLC. All rights reserved.
Proprietary Data do NOT distribute outside of your organization in any form – electronic, written or verbal without the express written permission of RadSciences Group,
LLC.
RSG Health Services (800) 804-2345 Fax (866) 281-2670 contact@rsghealth.com
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