As recruiters, one of the most common messages we get is a single-question lead: “What’s the pay?” or even “Can you get me $XX per hour?” — often with no context about ones experience or credentials. That shortcut misses the point: compensation in medical imaging is rarely a single number and is almost always negotiable after the employer understands your value.
Why Pay is Different for Everyone
Pay in medical imaging depends on several factors:
First, you do not actually know if they will even want to hire you. You might be competing with other applicants with more experience. Secondly, pay is different for everyone. All CEO’s do not make the same pay, nor do truck drivers. You must negotiate these things, and do it tactfully. Sure, we all want to know what the pay is, but many times it’s just not black and white. For example, national median and specialty wages reported by BLS and industry surveys differ because they measure different populations and use different methodology; always compare apples-to-apples when doing your research.
Create Value Before You Ask About Pay
There’s a saying: “Price becomes an issue in the absence of value.” The same applies to pay. Employers will rarely pay above standard rates unless they first want you. Do this:
- Start with a conversation. Be reachable by phone — many candidates text or email us “what’s the pay?” then disappear when we call. A 10–15 minute phone call is where you demonstrate seriousness and share details about your work history and experience.
- Show, don’t just say. Provide examples: projects you led, volume metrics (patients/day), error reductions, mentorship you provided, training completed, or flexible scheduling you’ve covered.
- Document credentials. ARRT registry, modality certificates (CT, MRI, N), advanced certifications or degrees — these increase bargaining power.
First, interview well. Then you can justify asking for a higher wage based on what you are bringing to the organization. In other words, you now have some leverage to negotiate. It is rare that any employer is going to pay you more than the standard rate without first knowing your value.
Do Your Homework: Use Trusted Medical Imaging Salary Data
If you go in with guns blazing asking for a raise, you should always have data to back up your request. Just because a friend of a friend told you they are making $5.00/hr more per hour than you doesn’t make it true. If it is, maybe that person has more experience than you. Maybe they have a shift differential. Maybe they have an advanced degree, more certifications, or have been at that employer for many years. There can be a variety of reasons for this. Use 3rd party data to help you show why you deserve more pay.
- Bureau of Labor Statistics (BLS) — official median wages and geographic maps for medical imaging. Bureau of Labor Statistics
- ASRT Wage & Salary Survey / industry compensation reviews — useful modality-specific and trend data (many employers reference these surveys). Recent industry summaries show notable pay growth in several specialties. Radiology Business+1
- Industry Compensation Reviews (RSG Health Services) — good for market-facing salary snapshots. https://radsciences.com/resources/
Pro tip: print or save the page/PDF pages that show the numbers you reference — bring them to the conversation. When you say “the national average is $XX,” be ready to show the source.
Set Realistic Expectations
If you’ve been at a job for six months, asking for a $5/hour bump is unlikely. If the employer offers entry-level pay or you have limited experience, your expectation should match the market and your track record. Use the research above to choose a realistic target range (low–high), not a single demand.
Ask for a Raise Professionally
When you talk to your manager, explain why you feel you deserve a pay increase. Give solid reasons. Here are some examples:
- You’ve been there for more than a year and have not received a raise
- You have had excellent attendance
- You have covered shifts when needed without complaint
- You have been flexible with your working hours
- You have taken on extra responsibilities
- Your evaluations have been exceptional
- You are constantly mentoring and training others
Cost of Living Differences
Pay varies significantly from state to state. Someone making $60/hr in California can have the same buying power as someone who makes $40/hr in Alabama. Especially when it comes to real estate. You should not expect to make California wages in most other areas of the U.S. Do the research and then the math.
Final thoughts
Negotiation starts long before you name a number. Create value, bring credible data, pick the right time, and use a calm, evidence-based script. Employers want to hire reliable, credentialed people — once they see your value, you’ll have much more room to negotiate.
