CRNA Jobs

How CRNA recruiting works when a firm is involved

The CRNA jobs on this page are searches a hospital, surgery center, anesthesia group, or rural hospital has hired MedStaff Nationwide to fill. That means the employer is committed to hiring, the opening is current, and the details a posting leaves out, such as the practice model, call, case mix, and how the pay is built, are things your recruiter can answer before you apply.

You work with one recruiter from first call to signed offer. The recruiter is paid by the employer, so there is never a fee to you, and nothing about you is sent to an employer until you say so.

Practice model: the question to settle first

Two CRNA jobs with the same title can be completely different work. On a medically directed care team, an anesthesiologist directs CRNAs in up to four concurrent rooms. In a CRNA-only department, common in rural hospitals, surgery centers, and offices, you are the anesthesia provider for the case, supervised by the surgeon where the federal rule applies.

27 states have opted out of Medicare's physician-supervision requirement for CRNAs, Vermont and Ohio most recently in July 2026. State law and the facility's bylaws still decide how CRNAs practice there, so ask what the model is in this department, not just in this state. Decide which model you want before the first interview; it predicts whether you will stay more reliably than the pay does.

What to ask before you interview

The questions that decide whether a CRNA job is right are rarely in the posting. Ask them first:

• —Practice model and ratio: care team, CRNA-only, or mixed, and how many rooms each anesthesiologist covers.
• —Case mix: cardiac, pediatric, OB, trauma, and regional, and whether blocks and lines are yours to do.
• —Call: home or in house, how often, how it is paid, and whether OB call is separate.
• —Schedule: eights, tens, or twelves, weekends, and how the schedule is built.
• —Pay structure: base, call and overtime pay, sign-on or retention bonus and its repayment terms.
• —Benefits that close the gap with locum pay: retirement match, malpractice and tail, CME, and paid time off.

Permanent or locum

Advertised locum CRNA rates commonly run about $175 to $250 an hour, and most locum CRNAs work as 1099 contractors. That number is real, and so is what it leaves out: self-employment tax, health insurance, retirement, unpaid gaps between assignments, and travel days. A permanent role wins on stability, benefits, and call you can plan around. Our CRNA pay guide, linked below, sets the two side by side.

Many CRNAs do both over a career, and some take a locum assignment to try a region before committing. MedStaff Locum Tenens handles locum work; tell your recruiter if you want both conversations running.

Licensing, certification, and credentialing

Most of the time between an accepted offer and your first case is credentialing. You will need an RN license in the state, plus whatever advanced practice licensure or recognition that state requires, current NBCRNA certification, BLS and ACLS, PALS for pediatric work, and DEA registration where the role calls for it. Hospital privileging commonly runs 60 to 120 days. Your recruiter starts the license application and the credentialing file the day you accept, so the start date holds.

If you are a new graduate

New graduates are often offered a role before the National Certification Examination, with the start contingent on passing it. Compare offers on orientation length, case variety in the first year, who you can call for help on a difficult case, and when call begins, not only on the sign-on bonus. Loan repayment, where a site qualifies, can be worth more than a higher base.