Zwanger-Pesiri Radiology: Hiring, Background Check & Employment Verification FAQs

Zwanger-Pesiri Radiology traces its start to 1953, when Dr. Jerome Zwanger began practicing radiology out of his home, a site that later became the practice's Massapequa office. Dr. Zwanger entered into a partnership with Dr. E.J. Pesiri in 1958, and that partnership continued until Dr. Pesiri retired in July 2001. Through the 1970s, 1980s, and 1990s, the practice expanded into Plainview, Lindenhurst, and West Islip as demand grew for sophisticated medical imaging delivered in an outpatient setting rather than a hospital.

Today the practice describes itself as operating 25 offices throughout Long Island, spread across Nassau County and Suffolk County in communities including Carle Place, Five Towns, Massapequa, North Bellmore, Plainview, Bay Shore, Brentwood, Commack, Coram, Deer Park, East Setauket, Hauppauge, Huntington, Lindenhurst, Medford, Patchogue, Port Jefferson Station, Sayville, Shirley, Smithtown, Stony Brook, Wading River, and West Islip. Zwanger-Pesiri has been serving the region for more than 70 years and remains an independent, privately held practice rather than part of a hospital system.

The clinical service line is broad for an outpatient provider. Zwanger-Pesiri offers MRI (including IV sedation for MRI and pacemaker MRI), CT, 3D mammography, ultrasound, X-ray, DEXA bone densitometry, biopsy, PET/CT, nuclear medicine, and arthrography. Those studies support subspecialty programs in women's imaging, musculoskeletal imaging, neuroradiology, cardiovascular imaging, body imaging, oncological imaging, preventative screening, and general diagnostic radiology. The practice states that its radiologists are board certified and fellowship trained, and it has invested in patient-facing technology such as an online portal where patients can retrieve images and reports, along with a separate portal for referring physicians.

Company culture and employee programs:

Because Zwanger-Pesiri runs a multi-site outpatient network rather than a single clinic, its workforce spans clinical and non-clinical job families. Typical roles include radiologists, radiologic technologists, MRI and CT technologists, ultrasound sonographers, mammography technologists, nuclear medicine technologists, radiology nurses, front-desk and patient registration staff, schedulers and call center representatives, medical records and billing specialists, insurance and authorization coordinators, transporters, and site management. The practice emphasizes a patient-centered experience, from the design of its waiting areas to the speed with which results are returned. Pay, schedules, and benefits vary by role, credential level, and location, and candidates should confirm specifics with a recruiter during the hiring conversation.

Yes. Employers in the healthcare and diagnostic imaging industry, including Zwanger-Pesiri Radiology, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. At the federal level, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules for candidate disclosure, written authorization, and the adverse action process. New York also has its own protections, including limits on how criminal history may be considered in employment decisions, so screening practices in the state have to satisfy both layers of law.

Outpatient imaging providers such as Zwanger-Pesiri Radiology are generally reported to screen candidates before hire, which is consistent with standard practice across healthcare. Employers in this field commonly verify identity, credentials, and criminal history because staff have direct contact with patients and access to protected health information. The exact scope of a Zwanger-Pesiri Radiology background check may vary by position, by whether the role is clinical or administrative, and by what the practice's payers, accrediting bodies, and state regulators require.

The steps can differ by role and site, but the Zwanger-Pesiri Radiology hiring process usually follows a familiar outpatient healthcare pattern. Candidates apply through the practice's online careers portal, and recruiters review applications against the credential requirements for the posting. Promising applicants typically complete a phone screen, followed by one or more interviews with a site manager, lead technologist, or department leader. Clinical candidates are generally asked to document licenses, registries, and certifications. A conditional offer usually comes before any background check or health screening is initiated, and onboarding and site-specific training follow once pre-employment requirements are cleared.

Turnaround depends on which searches are ordered, how quickly courts and verifying parties respond, and how many jurisdictions a candidate's history touches. Many reports come back within a few business days, while searches that require county court records in several states, professional license confirmations, or reaching past employers can take longer. Candidates who want a fuller picture of what drives the clock can read more about background check turnaround times.

The employer decides which searches to include. For a role at an outpatient imaging practice, a background check may cover some or all of the following:

Candidates should read the disclosure and authorization paperwork they receive, since it identifies the searches that will actually be run for their position.

The lookback window depends on the search type and the law of the state where the candidate lives or worked. The FCRA generally bars consumer reporting agencies from reporting most adverse non-conviction information older than seven years, with exceptions for higher-salary roles and for certain record categories. New York applies its own restrictions on the use of criminal records in hiring. As a result, two candidates with records in different states can see different lookback periods applied inside the same report.

The practice does not publish a detailed policy on applicants with felony convictions, and these decisions are typically handled case by case. Relevant factors usually include the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and how the conviction relates to the duties of the job. New York is among the states with "ban-the-box" laws and related fair-chance rules that limit when an employer may ask about criminal history. Candidates are encouraged to answer application questions accurately and to be ready to discuss their record if it comes up.

Applicants are typically asked to sign a written authorization before any screening begins, usually as part of a standalone disclosure form. Candidates should expect to provide a full legal name, date of birth, Social Security number, and address history, and clinical applicants should be ready to supply license numbers, registry credentials, and certification details. Accurate information keeps searches pointed at the right jurisdictions and reduces the chance of avoidable delays.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, assemble, and share background check information. It requires employers to obtain written consent before ordering a report, to provide a pre-adverse action notice with a copy of the report and a summary of rights before making a final negative decision, and to give candidates a chance to dispute information they believe is inaccurate. For a fuller explanation of how the law works alongside Equal Employment Opportunity Commission guidance, see this overview of the Fair Credit Reporting Act (FCRA).

Roles that involve operating imaging equipment or providing direct patient care normally do. Radiologic technologists, MRI and CT technologists, sonographers, nuclear medicine technologists, nurses, and physicians are generally required to hold current state licensure or national registry credentials, and employers commonly confirm those credentials directly with the issuing board or registry before a start date. Administrative roles such as scheduling, registration, and billing usually do not carry a clinical credential requirement, though they may still involve identity and criminal history screening because of access to patient records.

Running a personal background check with Checkr lets you preview what Zwanger-Pesiri Radiology may see and helps you spot potential inaccuracies before they affect your application. One secure report lets you review:

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

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

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.