Four ways to engage, built for a market with more candidates than clients can see.
Medical physics has more qualified people than open roles suggest. Most are passive, and 85–90% never touch a job board. Each tier reflects a different level of access to that hidden pool, not a generic upsell ladder.
Open Search, Direct Search, Priority Search, Partner Search.
Open Search
No commitment required
The right start for a first hire, or a one-off need. Full access, no exclusivity.
- ✓Direct, single point of contact throughout
- ✓Full access to OncoSearch's specialist network
- ✓Candidates put forward via quotient-based screening
- ✓Active + responsive passive-market sourcing
Direct Search
No fee unless you hire
The search is run for you alone. No retainer, but no competing client either.
- ✓Exclusivity on all candidates sourced for the role
- ✓Priority sourcing order ahead of Open Search
- ✓Role-specific market brief: talent pool, salary, counter-offer risk
Priority Search
Committed search, live vacancy
Speed and visibility in exchange for focus, built for a named, business-critical hire.
- Everything in Direct Search, plus:
- ✓Retained engagement: 25% on engagement, 75% on start
- ✓Candidate scorecard, benchmarked to the role
- ✓Time-to-fill target: 30–60 days
- ✓First refusal on other relevant candidates: 3 months
- ✓Locum / bridge coverage sourcing while search runs
- ✓Progress reporting
Partner Search
For consultancies & networks
Depth and priority, built for volume, repeat hiring across sites, sustained over time.
- Everything in Priority Search, plus:
- ✓Predictable payment schedule, smoothed for cashflow
- ✓Multi-hire pricing for repeat engagements
- ✓First refusal on other relevant candidates: ongoing
- ✓Proactive pipeline ahead of confirmed openings
- ✓Priority access to CAMPEP graduate pipeline
- ✓Monthly business review
- ✓Quarterly market intelligence briefing
At a glance: how the four tiers compare
| Feature | Open | Direct | Priority | Partner |
|---|---|---|---|---|
| Dedicated single point of contact | ✓ | ✓ | ✓ | ✓ |
| Quotient-based candidate screening | ✓ | ✓ | ✓ | ✓ |
| Exclusivity on sourced candidates | – | ✓ | ✓ | ✓ |
| Role-specific market brief | – | ✓ | ✓ | ✓ |
| Priority sourcing order | – | ✓ | ✓ | ✓ |
| Candidate scorecard | – | – | ✓ | ✓ |
| Retained engagement | – | – | ✓ | ✓ |
| Time-to-fill SLA | – | – | ✓ | ✓ |
| Locum / bridge sourcing | – | – | ✓ | ✓ |
| First refusal on future candidates | – | – | 3 months | Ongoing |
| Progress reporting | – | – | ✓ | ✓ |
| Predictable payment schedule | – | – | – | ✓ |
| Multi-hire pricing | – | – | – | ✓ |
| Proactive pipeline building | – | – | – | ✓ |
| CAMPEP graduate access | – | – | – | ✓ |
| Quarterly market intelligence | – | – | – | ✓ |
| Rebate window | 8 wks | 12 wks | 16 wks | 24 wks |
Not sure which tier fits your search?
Tell us about the role, the team and the timeline. We will recommend the right engagement before any commitment.