MRI Technologist Job Description Template for Imaging Centers

Your MRI tech job description is the first thing a candidate reads about your facility. In a market where there are more open MRI positions than qualified candidates to fill them, the quality of your posting directly affects who applies and whether they follow through.

This guide provides a complete, ready-to-use template along with guidance on customizing it for your specific facility type. If you are looking for a broader understanding of the MRI technologist role before writing the posting, start with our guide on what an MRI technologist does.

Why Your MRI Tech Job Description Matters

The MRI staffing shortage means qualified candidates are evaluating multiple job offers simultaneously. A vague, generic job posting does not give them a reason to choose you. A specific, transparent posting does.

Common problems with MRI tech job descriptions:

• Generic language copied from a template without customization
• Missing salary information (a disqualifier for many candidates)
• Unrealistic qualification requirements for the compensation offered
• No information about equipment, schedule, or team
• Buried deep in a corporate careers portal with no direct application option

The template below addresses all of these.

Complete MRI Technologist Job Description Template

Copy and customize this template for your facility. Sections in brackets need your specific information.

Job Title: MRI Technologist

Department: [Radiology / Diagnostic Imaging / Medical Imaging]

Reports To: [Lead MRI Technologist / Radiology Manager / Director of Imaging]

Location: [City, State]

Schedule: [Full-time / Part-time], [Days / Evenings / Rotating], [Specific hours, e.g., Monday-Friday 7:00 AM - 3:30 PM with every third weekend]

Salary Range: [$XX,XXX - $XX,XXX annually, based on experience]

Position Summary

[Facility name] is seeking a skilled MRI Technologist to join our [team size, e.g., team of 6 MRI techs] at our [facility type, e.g., outpatient imaging center / Level I trauma hospital / multi-site practice]. The MRI technologist will operate [number and type of scanners, e.g., two Siemens Vida 3T scanners and one GE Signa 1.5T] to produce diagnostic MR images for [patient volume, e.g., approximately 12-15 patients per shift]. This position reports to [supervisor title] and works collaboratively with [team description, e.g., board-certified radiologists, radiology nurses, and front desk staff].

Responsibilities

• Perform MRI examinations according to established protocols and physician orders
• Screen all patients for MRI safety contraindications before entering the MRI environment
• Position patients and select appropriate RF coils for each examination
• Select, modify, and optimize imaging protocols based on clinical indications and patient factors
• Administer gadolinium-based contrast agents per physician orders, including IV access and monitoring for adverse reactions [if within state scope of practice]
• Monitor image quality throughout examinations and adjust parameters as needed
• Recognize imaging artifacts and implement corrective measures
• Communicate relevant findings or concerns to the interpreting radiologist
• Maintain accurate documentation of all procedures, contrast administration, and patient interactions
• Perform daily quality assurance checks on MRI equipment
• Maintain MRI suite safety, including zone access control and ferromagnetic screening
• Participate in department quality improvement initiatives
• Mentor students and new team members [if applicable]
• Maintain required continuing education credits for certification renewal

Required Qualifications

• Current certification in MRI: ARRT(MR) or ARMRIT [adjust based on what you accept]
• [State] state license for MRI practice [if applicable in your state]
• Current BLS certification (AHA or equivalent)
• [X years] of clinical MRI experience [be realistic; see guidance below]
• Proficiency in operating [scanner manufacturer] MRI systems [or willingness to cross-train]
• Knowledge of MRI physics, safety protocols, and cross-sectional anatomy
• Ability to work [specified schedule, including on-call if applicable]

Preferred Qualifications

• Experience with [specific exam types relevant to your facility: cardiac MRI, breast MRI, neuroimaging, pediatric MRI, MRI-guided procedures]
• Multi-vendor scanner experience ([list platforms])
• ACLS certification
• Experience with [specific software, PACS system, or contrast injector]
• [X+ years] of experience in [specific setting: hospital, outpatient, research]

Benefits

• [Health/dental/vision insurance details]
• [Retirement plan, e.g., 401(k) with X% match]
• [PTO policy, e.g., X weeks starting PTO]
• [Continuing education support, e.g., $X,XXX annual CE allowance, paid conference attendance]
• [Sign-on bonus, if applicable]
• [Relocation assistance, if applicable]
• [Shift differential for evenings/weekends/on-call]
• [Other benefits: tuition reimbursement, professional membership dues, scrub allowance]

Physical Requirements

• Ability to lift and position patients up to [50-75] pounds with assistance
• Standing and walking for extended periods (up to [8-12] hours per shift)
• Manual dexterity for IV access and equipment operation
• Visual and auditory acuity sufficient for patient monitoring and image evaluation
• Ability to work in the confined space of the MRI scanner room

About [Facility Name]

[2-3 sentences about your facility: what you do, how long you’ve been operating, what makes you different. Be specific. “We are a leading imaging center” tells the candidate nothing. “We are a physician-owned outpatient imaging center that has served the Dallas-Fort Worth area since 2008, with three locations and a focus on orthopedic and neurological imaging” tells them a lot.]

How to Apply

[Direct application instructions. Ideally an email address or simple application link, not a 45-minute corporate portal.]

Customizing for Your Facility Type

The template above is a starting point. Adjust it based on where your MRI scanner lives.

Hospital Settings

Hospital MRI departments should emphasize:

• On-call expectations and frequency
• Emergency and trauma MRI volumes (stroke protocols, acute spine, etc.)
• Inpatient scanning requirements and interaction with nursing floors
• Multi-scanner environments with potentially different manufacturers
• Sedation and anesthesia MRI procedures
• Teaching responsibilities (if an academic center)

Outpatient Imaging Centers

Outpatient facilities should highlight:

• Predictable scheduling (a major draw for experienced techs)
• Patient population (typically ambulatory, scheduled exams)
• No on-call requirements (if true)
• Shorter commute or suburban location advantages
• Focus on efficiency and patient experience

Mobile MRI Units

Mobile MRI job descriptions need additional information:

• Travel radius and typical sites served
• Vehicle operation requirements (CDL if applicable, though most mobile techs do not drive the unit)
• Setup and breakdown responsibilities
• Independence of the role (often working without on-site supervision)
• Travel compensation or per diem policies

Certification Requirements to List

Understanding what certifications to require helps you set appropriate expectations and avoid eliminating qualified candidates.

ARRT(MR)

The American Registry of Radiologic Technologists offers the MR certification. Candidates must first hold ARRT certification in radiography or another primary pathway, then complete additional MRI-specific education and clinical requirements. This is the traditional certification path.

ARMRIT

The American Registry of Magnetic Resonance Imaging Technologists offers a direct-entry MRI certification. Candidates do not need prior radiography certification. This pathway is particularly common for graduates of dedicated MRI training programs like Tesla MR Institute. For a detailed comparison, see our ARRT vs ARMRIT certification guide.

State Licensure

Many states require a separate state license for MRI practice. Requirements vary significantly. Some states accept ARRT or ARMRIT certification as sufficient; others require additional applications, fees, or examinations. Check your state’s regulations and list the specific requirement in your posting. Our MRI technologist requirements guide covers state-by-state details.

Recommendation: Accept both ARRT(MR) and ARMRIT. Limiting yourself to one certification type unnecessarily shrinks your candidate pool.

Salary Ranges to Include by Region

Salary transparency attracts better candidates and reduces wasted interviews. Here are approximate ranges to help you benchmark your offering:

These figures are based on BLS data, ASRT wage surveys, and current job market trends. Your specific market may differ. For detailed salary data, see our MRI technologist salary guide.

If your compensation is below market, you have three options: increase it, be transparent about it and compensate with other benefits, or expect longer time-to-fill and fewer applications.

Common Mistakes in MRI Tech Job Descriptions

Requiring Too Many Qualifications

A posting that requires ARRT(MR), 5+ years of experience, cardiac MRI expertise, multi-vendor proficiency, ACLS, and a bachelor’s degree while offering $60,000 in a mid-market city is not going to attract qualified candidates. It signals that the facility does not understand the current market.

Separate true requirements from preferences. If you would actually hire someone with 2 years of experience and no cardiac background, do not list 5 years and cardiac as requirements.

Unrealistic Experience Demands

In a market with over 5,000 unfilled MRI positions, requiring 3+ years of experience for every opening is a choice to leave positions unfilled. Consider:

• New graduates with strong clinical training can be productive within weeks
• Cross-trained techs from other modalities bring transferable skills
• A tech with 2 years of focused MRI experience may outperform one with 5 years of mixed modality work

Missing Benefits Information

Candidates compare total compensation packages. If your posting lists salary but no benefits, candidates will assume the worst. Include health insurance, PTO, retirement, CE support, and any perks. If you offer sign-on bonuses or relocation assistance, put it in the posting.

Vague Schedule Information

“Flexible hours” and “rotating shifts” tell the candidate nothing useful. “Tuesday through Saturday, 7 AM to 3:30 PM, with on-call one weekend per month” tells them exactly what to expect. Specificity reduces application dropout.

No Equipment Details

MRI techs care about what scanner they will operate. Listing the manufacturer, model, and field strength is a simple way to stand out and attract techs who have experience on that platform (or who want to learn it).

Corporate Jargon Overload

Phrases like “dynamic team environment,” “fast-paced setting,” and “passion for excellence” add nothing. Replace them with specifics: “team of 4 MRI techs covering 2 scanners,” “average 12 patients per day shift,” “quarterly team education meetings.”

How to Make Your Posting Stand Out

In a tight labor market, good postings share certain characteristics:

1. Lead with what the candidate gets, not what you need from them. Start with salary, schedule, and benefits before listing requirements.
2. Name your equipment. “Siemens Vida 3T, installed 2024” is more compelling than “state-of-the-art MRI equipment.”
3. Describe the team. Candidates want to know who they will work with.
4. Be honest about challenges. If the position includes on-call, high volume, or difficult cases, say so. Candidates who accept the offer knowing the challenges are less likely to leave.
5. Make applying easy. If your application process takes more than 15 minutes, you are losing candidates.
6. Include a direct contact. An email address or phone number for the hiring manager makes the facility feel accessible.
7. Post on specialty job boards in addition to general ones. ASRT, RadWorking, and state society boards reach candidates who are actively looking within the field.

Alternative to Hiring: Training Your Own MRI Techs

If you have been unable to fill your MRI tech position after 3 to 6 months of posting, or if you are paying travel tech rates that exceed what a permanent employee would cost, consider a different approach.

Training existing employees to become MRI technologists can be faster and more cost-effective than an indefinite recruitment search. Programs like Tesla MR Institute offer ARMRIT-accredited training that:

• Takes 12 to 18 months to complete
• Does not require prior radiography certification
• Costs less than $15,000 in program tuition
• Can arrange clinical rotations at your facility
• Produces candidates who are already familiar with your equipment and workflows

This approach works particularly well for:

• Patient care technicians or medical assistants who want to advance
• X-ray or CT techs who want to add MRI to their skills
• New hires you bring on specifically to train in MRI

For employers evaluating this path, our guide on MRI tech training for employers covers the logistics, costs, and return on investment in detail. You can also learn about becoming a clinical training site to build a pipeline of future MRI techs.

Frequently Asked Questions

Refer to the FAQ section above for detailed answers to common questions about writing MRI technologist job descriptions, certification requirements, salary, and hiring strategies.

Take Action

If your MRI tech position has been open for months, the job description may be part of the problem. Revise it using the template above and the guidance in this article.

If recruitment is not working despite a strong posting, explore the training alternative. Contact Tesla MR to discuss employer-sponsored MRI training or clinical site partnerships that can solve your staffing challenges from a different angle.