SimonMed Imaging: Hiring, Background Check & Employment Verification FAQs

SimonMed was founded in 2002 by radiologist Dr. John Simon and is headquartered in Scottsdale, Arizona. It grew from an Arizona practice into a national network of outpatient imaging centers, and the company's website currently describes a network of more than 170 locations offering same-day or next-day appointments. At the time of its 2021 transaction with private equity firm American Securities, the business was described as operating 147 diagnostic imaging centers across 11 states, with more than 2,200 employees including nearly 200 radiologists and roughly two million patient visits a year.

The clinical offering spans the full range of outpatient diagnostic modalities, including 3T MRI, CT, ultrasound, 3D mammography, PET/CT, nuclear medicine, DEXA bone density, and X-ray. In recent years the company has leaned into artificial intelligence as a diagnostic aid, describing algorithms that help radiologists identify subtle findings faster, and it has launched a longevity-focused screening line that includes whole-body MRI and cardiovascular screening. Its radiologists are described as subspecialty trained, meaning individual physicians concentrate on specific body systems or modalities.

Ownership sits with American Securities, which announced a strategic partnership with and investment in SimonMed in April 2021 in a deal widely reported at approximately $600 million. Physician leadership remained part of the company's identity through that transition. The workforce is heavily clinical and patient facing: MRI and CT technologists, radiologic technologists, mammography technologists, ultrasound sonographers, nuclear medicine technologists, radiologists, nurses, patient service representatives, schedulers, prior authorization and billing staff, and center and regional managers.

Company culture and employee programs:

Outpatient imaging is a credentialed environment. Technologists generally hold certifications from bodies such as the American Registry of Radiologic Technologists along with state licensure where required, and maintaining those credentials is a condition of continued practice. Centers often run extended hours and weekend shifts to support same-day and next-day appointment availability, so scheduling can include evenings or Saturdays. Training typically covers modality-specific protocols, patient safety, radiation dose practices, and patient privacy obligations. Pay, shift differentials, certification support, and benefits vary by state, modality, and center, so candidates should confirm specifics with a recruiter.

Yes. Employers in the healthcare and diagnostic imaging industry, including SimonMed Imaging, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for disclosure, written consent, and adverse action. Healthcare employers additionally operate under patient privacy rules, state licensing requirements, and federal healthcare program exclusion checks that commonly shape what is screened.

SimonMed Imaging is generally reported to conduct background checks as part of its hiring process, which is standard across healthcare providers. Staff in outpatient imaging work directly with patients, access protected health information, handle contrast agents and in some settings radiopharmaceuticals, and operate regulated equipment, all of which are common reasons for screening. The scope of a SimonMed Imaging background check may vary by role, state licensing requirements, and payer or facility contract terms.

The steps vary by role, but the SimonMed Imaging hiring process generally begins with an online application, followed by a recruiter phone screen that confirms certifications and availability. Clinical candidates typically interview with a center or modality lead and may tour the site. Front office candidates usually interview with a center manager. A conditional offer normally precedes screening, at which point candidates provide written consent for a background check. Healthcare employers commonly pair that with credential verification, a health screening or immunization review, and in many cases a drug test before a start date is set.

Turnaround depends on which searches are ordered, how quickly courts, licensing boards, and previous employers respond, and how many jurisdictions a candidate's history touches. Many healthcare screenings return within a few business days, while license verification, sanctions checks, and multi-county criminal searches can add time. For a fuller explanation of what drives the timeline, review background check turnaround times.

The employer determines which components to include. For a role at an outpatient imaging provider like SimonMed Imaging, a background check may include some or all of the following:

Lookback windows depend on the search type and the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with exceptions for certain record types and for positions above a defined salary threshold. Some states apply tighter limits. License verification and sanctions screening work differently, since they report current standing and historical disciplinary actions rather than following the seven-year framing.

SimonMed Imaging has not published a detailed public policy on applicants with felony records, and healthcare employers typically evaluate these situations case by case. Factors that commonly matter include the nature and seriousness of the offense, how much time has passed, and whether it bears on patient safety, controlled substances, or the integrity of protected health information. Some convictions can also affect licensure or trigger exclusion from federal healthcare programs, which may be a separate barrier from the employer's own judgment. Many states and cities have adopted "ban-the-box" laws limiting when criminal history may be asked about. Honesty on the application remains the best approach.

Candidates are typically asked to sign a standalone disclosure and provide written authorization before any report is ordered. Be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Clinical applicants should also have certification numbers, issuing registry details, state license numbers, and expiration dates ready, along with immunization and health screening records where a center requires them. Accurate information helps searches run in the right jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before running a background check, provide a copy of the report and a summary of rights if it intends to take adverse action, and give the candidate an opportunity to dispute inaccurate information before a final decision. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission guidance apply, visit Fair Credit Reporting Act (FCRA).

Credential verification is standard practice for clinical roles at imaging providers, because technologists, sonographers, nurses, and radiologists must hold active registrations or licenses to practice legally and to bill payers. Verification typically confirms that the credential exists, that it is current, and whether any disciplinary action is attached to it, and it is usually repeated at renewal rather than only at hire. Requirements differ by modality and by state, since some states license radiologic technologists directly while others rely on national registry certification. Candidates should keep credential documents current and supply exact numbers on the authorization form to avoid a delay.

Running a personal background check with Checkr lets you preview what SimonMed Imaging may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.