How to hire an mri supervisor

How to hire an mri supervisor, step by step

Here's a step-by-step mri supervisor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an mri supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new mri supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the mri supervisor you need to hire. Certain mri supervisor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect mri supervisor also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents mri supervisor salaries for various positions.

   Type of MRI Supervisor	Description	Hourly rate
   MRI Supervisor	Radiologic technologists, also known as radiographers, perform diagnostic imaging examinations, such as x rays, on patients. MRI technologists operate magnetic resonance imaging (MRI) scanners to create diagnostic images.	$16-68
   MRI Technologist	Magnetic Resonance Imaging (MRI) technologists are medical professionals who manage everything involved in the MRI machine. They operate the machines to get scans of the patients' brain, spinal cord, or muscles, which would help doctors identify or diagnose clients' illnesses and diseases... Show more	$20-66

2. Create an ideal candidate profile

   Common skills:

   • ARRT
   • Radiology
   • Magnetic Resonance Imaging
   • Ultrasound
   • Nuclear Medicine
   • Performance Evaluations
   • Pacs
   • ACR
   • Image Quality
   • Equipment Maintenance
   • Payroll
   • Policy Changes
   • Optimal Patient Care
   • Patient Satisfaction

   Check all skills

   Responsibilities:

   • Distribute workload base on in-patient and out-patient exams while managing an on-call schedule and emergency add-on patients.
   • Work with several different PACS systems for different reading physicians.
   • Facilitate training of radiology students.
   • Coordinate schedules for radiology and MRI technologists.
   • Master radiology/hospital information systems including Advantix and Webchart, CPSI PACS super user.
   • Perform a variety of technical procedures that require independent judgment in the ingenuity and initiative to produce quality scans.

3. Make a budget

   Including a salary range in your mri supervisor job description is one of the best ways to attract top talent. An mri supervisor can vary based on:

   • Location. For example, mri supervisors' average salary in virginia is 42% less than in california.
   • Seniority. Entry-level mri supervisors 76% less than senior-level mri supervisors.
   • Certifications. An mri supervisor with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an mri supervisor's salary.

   Average mri supervisor salary

   $70,644yearly

   $33.96 hourly rate

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   Entry-level mri supervisor salary

   $34,000 yearly salary

   Updated January 21, 2026

4. Writing an mri supervisor job description

   An mri supervisor job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of an mri supervisor job description:

   Mri supervisor job description example

   • Associate of Science Degree in Radiology
   • Current California Diagnostic Radiologic Technology Certification (CRT)
   • Current American Registry of Radiologic Technologist, R.T. (MR)(ARRT) Certification
   • Current Basic Life Support (BLS) Certification
   • Five (5) years' experience as a MRI Technologist
   • Three (3) years' experience as a Supervisor in a healthcare setting

   Preferred:

   • Bachelor's Degree in Health Administration or related field
   • Bilingual in Spanish

   Overview

   Community Memorial Health System was established in 2005 when Community Memorial Hospital in Ventura merged with Ojai Valley Community Hospital. It is comprised of these two hospitals along with a network of primary and specialty care health centers serving various communities across west Ventura County. Our health system is a community-owned, not-for-profit organization. As such, we are not backed by a corporate or government entity, nor do we answer to shareholders. We depend on - and answer to - the communities we serve.

   Community Memorial Health System Benefits

   To help heal, comfort, and promote health for the communities we serve, Community Memorial Health System (CMHS) takes care of our community of employees so our local community can be cared for. That's why we provide competitive benefits, along with great career choices, training, and leadership development. Our total rewards package provides benefits that support you and your family's health and wellness in all aspects of life. From our top tier insurance plans to our employee assistance program, take advantage of what CMHS has to offer so you and your loved ones can have peace of mind now and for years to come. CMHS is here for you and your family every step of the way.

   • Competitive Pay
   • Shift Differentials (Nights & Weekends)
   • In-House Registry Rates
   • Fidelity 403(b) Retirement Plan
   • Paid Time Off
   • Medical (EPO/PPO), Dental, & Vision Insurance Coverage
   • Voluntary Worksite Benefits
   • Employee Assistance Program Available 24/7 (EAP)
   • Tuition Reimbursement
   • Public Service Loan Forgiveness (PSLF)
   • Recognition programs
   • Employee service recognition events
   • Home, Retail, Travel & Entertainment Discounts
   • National Hospital Week and National Nurses Week celebrations

   “We are an AA/EEO/Veterans/Disabled Employer”

   Copy this example

   

5. Post your job

   To find mri supervisors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any mri supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level mri supervisors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your mri supervisor job on Zippia to find and attract quality mri supervisor candidates.
   • Use niche websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting mri supervisors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new mri supervisor

   Once you've decided on a perfect mri supervisor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new mri supervisor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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