CRNA Recruitment Firm
CRNA recruiters for hospitals, surgery centers, and anesthesia groups
MedStaff Nationwide recruits certified registered nurse anesthetists for permanent roles in hospital anesthesia departments, ambulatory surgery centers, anesthesia groups, and rural hospitals nationwide, on contingency, with a 27-day average time-to-fill and a replacement guarantee on every placement. When the rooms need covering now, our sister company places locum CRNAs on the same call.
We stand behind every placement — any candidate who doesn't complete onboarding is replaced at no cost.
Why anesthesia departments hire us
A nurse anesthetist recruitment firm that is not starting from a job board
The CRNAs worth hiring are working, well paid, and fielding locum offers every week. They rarely answer postings. Our recruiters reach them directly and through referrals from the anesthesia community, with the practice model, case mix, call, and pay settled before the first conversation, so the CRNAs you interview are qualified for the role and genuinely open to it.
One recruiter owns your search from intake to start date, reports weekly, and runs the credentialing file with the candidate so privileging never waits on a missing document.
Right now we are running 5 active CRNA searches across 4 states, in markets including Teaneck, La Grande, Washington, and Southampton, with posted base compensation from $175k–$390k.
Anesthesia search lines
Staff, lead, and chief CRNAs for care-team, CRNA-only, ASC, and office-based practices
- Locum CRNA staffing
Vacancy, leave, and surge coverage through MedStaff Locum Tenens, on one rate and one Work Order
- Anesthesiologists
Physician anesthesiologists for care teams and departments, through our physician search practice
- Other advanced practice roles
Nurse practitioners and physician assistants for perioperative, hospital, and surgical services
Who we recruit for
Every setting that employs CRNAs, and what each search turns on
The discipline is the same everywhere: a structured intake, direct outreach, verification, and a managed credentialing file. The pitch, the candidate pool, and the timeline change with the setting.
Hospital anesthesia departments
Staff CRNAs for main ORs, trauma, cardiac, and neuro rooms, often on a care team with anesthesiologists. The search turns on case mix, call, and how many rooms each anesthesiologist directs.
Ambulatory surgery centers
High-volume orthopedic, GI, ophthalmology, and plastics rooms with little or no call and predictable hours: the schedule many CRNAs leave hospitals for. We screen for throughput, regional skills, and comfort without an anesthesiologist down the hall.
Anesthesia groups and management companies
Physician-led and CRNA-led groups that staff several facilities. Candidates want to know the sites, the rotation, and the partnership or bonus structure before the first interview, so we settle all three at intake.
Critical access and rural hospitals
Often CRNA-only departments, where the anesthetist covers the OR, OB, and the emergency department with no anesthesiologist on site. A smaller, more independent candidate pool, recruited on autonomy, schedule, and loan repayment.
Obstetric and labor and delivery coverage
Epidural and cesarean coverage for L&D units, in house or on call. The call structure decides these searches, and we put it in writing before a candidate hears the pay.
Office-based, endoscopy, and dental anesthesia
Sedation and general anesthesia in GI suites, oral surgery and dental offices, and office-based surgery, where the CRNA is frequently the only anesthesia provider in the building.
Academic medical centers
Teaching hospitals that need CRNAs comfortable with residents and SRNAs in the room, high-acuity cases, and a clinical instructor role alongside the anesthesia work.
Pain management practices
Interventional pain clinics and hospital pain services where state law lets CRNAs perform procedures. Scope varies by state, and we confirm it before the search opens.
Practice models and supervision
Care team, CRNA-only, or independent: the model sets the candidate pool
Medically directed care team. An anesthesiologist directs CRNAs in concurrent rooms, up to four at a time under Medicare's medical-direction rules. Common in hospital ORs and large groups. It attracts CRNAs who want support on complex cases and a predictable division of work.
CRNA-only and non-medically directed. The CRNA is the anesthesia provider for the case. In states that have not opted out of the federal requirement, Medicare requires supervision by the operating practitioner, such as the surgeon, or by an anesthesiologist who is immediately available, which is how many rural hospitals, surgery centers, and offices run.
Opt-out states. 27 states have exempted themselves from that federal supervision requirement, Vermont and Ohio most recently in July 2026. An opt-out does not by itself make every role independent: state law and your medical staff bylaws still decide how CRNAs practice in your facility, and we check all three before the search opens.
Naming the model at intake is the single biggest factor in whether a CRNA search closes. It decides who will take the role, what they expect to be paid, and how long they stay.
States that have opted out of federal supervision
- Alaska 2003
- Arizona 2020
- Arkansas 2022
- California 2009
- Colorado 2010
- Delaware 2023
- Idaho 2002
- Iowa 2001
- Kansas 2003
- Kentucky 2012
- Massachusetts 2024
- Michigan 2022
- Minnesota 2002
- Montana 2004
- Nebraska 2002
- New Hampshire 2002
- New Mexico 2002
- North Dakota 2003
- Ohio 2026
- Oklahoma 2020
- Oregon 2003
- South Dakota 2005
- Utah 2022, partial
- Vermont 2026
- Washington 2003
- Wisconsin 2005
- Wyoming 2023, partial
Year the opt-out took effect, from the American Association of Nurse Anesthesiology's July 2026 fact sheet (27 states and Guam). Utah and Wyoming opted out for critical access and certain rural or small hospitals only; Colorado, partial from 2010, has been a full opt-out since 2023.
Case mix and role
Which CRNA you need, and how scarce each one is
A posting that says “CRNA” usually means one of these. Naming it at intake sets the pool, the pay, and the realistic timeline.
- General and orthopedic
- The largest pool. Regional block experience is the differentiator for orthopedic and ASC roles.
- Cardiac
- Open heart, structural, and EP lab. A smaller pool that knows its value; pay and call set the timeline.
- Pediatric
- Children’s hospitals and mixed departments. PALS and recent pediatric volume, verified, not assumed.
- Obstetric
- Labor epidurals and cesareans, usually with in-house or home call. The call model decides who accepts.
- Trauma and neuro
- Level I and II trauma centers and neurosurgical rooms, with night and weekend coverage built in.
- Regional and acute pain
- Ultrasound-guided blocks and catheter programs, now expected in most orthopedic and ASC searches.
- Out of OR and sedation
- Endoscopy, interventional radiology, cath lab, and office-based cases, at volume.
- Chief and lead CRNA
- Department leadership: scheduling, staffing models, quality, and the business side of anesthesia.
What makes CRNA recruiting hard
Locum rates set every CRNA’s expectations
Advertised locum CRNA rates commonly run about $175 to $250 an hour, and every CRNA you interview knows it. A permanent offer wins on total value: schedule, call, benefits, retirement, and stability, laid out in writing next to the locum math. We build that comparison with you before the first candidate sees the role.
Practice model decides who accepts
A CRNA who wants to work independently will not stay in a 1:4 medically directed care team, and a CRNA who wants an anesthesiologist in the room will not take a solo rural role. We name the model at intake and screen every candidate for it, which is how a search avoids a declined offer after three interviews.
Call and OB coverage sink offers
Home call versus in house, how often, and whether call is paid separately are the questions CRNAs ask first. Departments that leave them vague lose candidates to the surgery center down the road with little or no call.
Surgery centers compete on schedule
Surgery centers typically offer weekday hours with little or no call. Hospitals win CRNAs back with case variety, shift choice, and premium pay for the hours surgery centers do not cover. We position your role against that, honestly.
Supervision rules differ by state and facility
Whether your state has opted out of the federal supervision requirement, what state law allows, and what your medical staff bylaws say together decide the role. We check all three before we search, not after an offer.
Credentialing and privileges take time
State licensure, NBCRNA certification, DEA where it applies, and hospital privileging commonly run 60 to 120 days. We start the file the day the offer is accepted so the start date holds.
Verified before you see a resume
What a CRNA headhunter should check before presenting a candidate
A CRNA recruiter earns the fee in the screen, not the sourcing. Every candidate we present has been through the checklist at right, plus a conversation about why they would move, where, for what schedule, and under which practice model.
For pediatric and cardiac roles the list adds recent case volume and PALS; for CRNA-only and rural roles, independent practice history and the comfort to be the only anesthesia provider in the building.
- NBCRNA certification and recertification status verified
- APRN and RN licenses in your state confirmed
- Case mix experience (cardiac, OB, pediatric, regional) documented
- Practice-model preference matched to your department
- Call and shift expectations confirmed in writing
- References from anesthesiologists or chief CRNAs
Our Process
How a CRNA search runs
Deep Discovery
We start with a structured intake — understanding your clinical needs, culture, and mission.
Precision Sourcing
Drawing on our 190,000-candidate database and direct outreach, we identify the nation's top providers.
Vetting & Compliance
Every candidate is screened for credentials, references, licensure, and motivation before you ever see a résumé.
Presentation & Feedback
Expect curated shortlists, transparent timelines, and proactive updates — no surprises.
Partnership Beyond Placement
We track retention and performance post-hire and stay engaged for long-term success.
Cost and compensation
What it costs to hire a CRNA through us, and what CRNAs are paid
We work on contingency. There is no retainer, no hourly billing, and no fee unless you hire. The placement fee is a percentage of first-year base compensation, agreed in writing before the search opens, and it does not change if the search runs long or the offer comes in above the range we discussed.
Against that fee, an empty CRNA position costs cancelled cases, a closed room, or a locum bill rate every week the role stays open. A permanent hire usually pays for the search inside a few months of the locum spend it replaces.
- What CRNAs are earning on our searches
- Posted base compensation on our open CRNA searches currently runs $175k–$390k, with a median midpoint of $275k. Cardiac, rural, and call-heavy roles sit at the top of that range.
- The locum benchmark
- Advertised locum CRNA rates commonly run about $175 to $250 an hour in 2026, most of it paid to independent contractors who carry their own benefits. Our CRNA pay guide sets the two side by side.
- Replacement guarantee
- If a placed CRNA does not complete onboarding, we re-run the search at no additional cost. Our 12-month retention across placements is 96 percent.
CRNA pay by state
| State | Median | Mean | Supervision |
|---|---|---|---|
| Alaska | $341,210 | $311,110 | Opted out |
| New York | $321,030 | $285,020 | Federal rule applies |
| Massachusetts | $295,550 | $303,310 | Opted out |
| California | $292,410 | $283,780 | Opted out |
| New Jersey | $291,350 | $290,920 | Federal rule applies |
| Illinois | $286,830 | $251,600 | Federal rule applies |
| Vermont | $283,060 | $289,870 | Opted out |
| West Virginia | $278,530 | $275,100 | Federal rule applies |
| Montana | $277,380 | $270,330 | Opted out |
| New Hampshire | $275,980 | $277,740 | Opted out |
| Washington | $274,390 | $273,760 | Opted out |
| Wisconsin | $273,170 | $272,470 | Opted out |
| Iowa | $273,070 | $253,510 | Opted out |
| Oregon | $272,330 | $280,010 | Opted out |
| Minnesota | $266,190 | $259,210 | Opted out |
Bureau of Labor Statistics Occupational Employment and Wage Statistics, May 2025, nurse anesthetists (SOC 29-1151), annual wages by state, highest median first. States without a published figure are omitted. Supervision status from the American Association of Nurse Anesthesiology's July 2026 opt-out fact sheet: “opted out” states have exempted themselves from Medicare's physician-supervision requirement for CRNAs; state law and facility bylaws still apply everywhere.
Searches in progress
CRNA roles we are recruiting for today
CRNA
Certified Registered Nurse Anesthetist
Certified Registered Nurse Anesthetist
Certified Registered Nurse Anesthetist
CRNA- OP
Which one you need
CRNA recruiting agency, CRNA staffing agency, or a job board
CRNA recruiters, nurse anesthetist headhunters, CRNA recruiting agencies, CRNA staffing agencies: the names get used interchangeably in a search box and describe two different services plus a job board. Most anesthesia departments need the first two at different moments.
Recruitment firm
A permanent search run by a named recruiter: direct outreach to CRNAs who are not applying anywhere, verification, interview and offer support, and a hire who becomes your employee for a one-time contingency fee.
Best for: a role open more than 60 days, a cardiac or pediatric CRNA, a chief CRNA, or a rural department where postings bring nobody. This page.
Staffing agency
Locum CRNAs on an hourly bill rate. The CRNA is the agency's independent contractor, malpractice is carried for the assignment, and the engagement ends when the need does.
Best for: a vacancy, a leave, or keeping rooms open while the permanent search runs. CRNA staffing through MedStaff Locum Tenens.
Job boards
A posting that reaches CRNAs who are actively looking this week. Low cost, no screening, and the same applicants every hospital, surgery center, and locum agency is courting.
Best for: a metro ASC role with an attractive schedule. When a CRNA posting has been up 90 days without a hire, it has become a search.
CRNA recruiters by state
Where we are recruiting CRNAs today
We recruit CRNAs in all 50 states. These are the states with active CRNA searches right now, each with its open roles.
What Clients Say
“Alyssa is amazing. Does not waste my staff's time. Very articulate and focused.”
“Great company to work with. The staff at MedStaff is reliable, professional, and knowledgeable of client needs. The process was easy and the candidates were outstanding.”
Why Employers Choose MedStaff
- Exclusive access to top-tier clinicians across every specialty
- Dedicated account manager and transparent communication
- National reach with boutique-level attention
- Proven results backed by data, not promises
FAQ
CRNA recruiting, answered
- What does a CRNA recruiter do?
- A CRNA recruiter finds, screens, and presents certified registered nurse anesthetists for permanent positions. MedStaff Nationwide runs the full search on contingency: defining the role, practice model, case mix, and call; direct outreach to CRNAs who are not applying anywhere; certification, license, and reference verification; interview coordination; offer support; and the credentialing file through the start date.
- Are you a CRNA recruiting agency, a headhunter, or a staffing agency?
- Both sides of it. MedStaff Nationwide is a permanent CRNA recruitment firm, which is what most people mean by CRNA headhunters or a CRNA recruiting agency: we run the search and the CRNA becomes your employee. Our sister company MedStaff Locum Tenens is the CRNA staffing agency side, placing CRNAs on temporary assignments. Many departments use both at once, with a locum covering the rooms while the permanent search runs.
- How much does it cost to hire a CRNA through a recruiter?
- We work on contingency: no retainer and no fee unless you hire. The placement fee is a percentage of first-year base compensation, agreed in writing before the search opens, and every placement carries a replacement guarantee.
- How long does a CRNA search take?
- Our average time-to-fill across permanent clinical searches is 27 days from signed agreement to accepted offer. CRNA searches in markets with strong locum demand, and cardiac, pediatric, or rural roles, can run longer. Licensure and hospital privileging add 60 to 120 days after the offer, which is why the search should open before the vacancy does.
- Which states have opted out of physician supervision of CRNAs?
- According to the American Association of Nurse Anesthesiology's July 2026 fact sheet, 27 states and Guam have opted out of the Medicare physician-supervision requirement for CRNAs: Alaska, Arizona, Arkansas, California, Colorado, Delaware, Idaho, Iowa, Kansas, Kentucky, Massachusetts, Michigan, Minnesota, Montana, Nebraska, New Hampshire, New Mexico, North Dakota, Ohio, Oklahoma, Oregon, South Dakota, Utah, Vermont, Washington, Wisconsin, and Wyoming. Utah and Wyoming opted out only for critical access and certain rural or small hospitals. Vermont and Ohio were the most recent, both in July 2026.
- Does a CRNA need to be supervised by an anesthesiologist?
- Not under federal rules. In states that have not opted out, Medicare requires a CRNA to be supervised by the operating practitioner, such as the surgeon, or by an anesthesiologist who is immediately available. In opt-out states that federal requirement does not apply. In every state, state law and the facility’s medical staff bylaws still decide how CRNAs practice there.
- What do CRNAs earn?
- Bureau of Labor Statistics state medians for nurse anesthetists (May 2025) run from $126,600 in Utah to $341,210 in Alaska, across the 44 states with published figures. Posted base compensation on our open CRNA searches currently runs $175k–$390k. Advertised locum CRNA rates commonly run about $175 to $250 an hour. The table on this page shows the highest-paying states.
- Do you recruit CRNAs for CRNA-only and independent practice settings?
- Yes. We recruit for medically directed care teams, CRNA-only departments, surgery centers, and office-based practices, and we screen each candidate for the model they want before presenting them. A CRNA who wants autonomy and one who wants an anesthesiologist in the room are different searches.
- Do you recruit new-graduate CRNAs?
- When a department has the orientation and case support for them, yes. Most of our CRNA searches target experienced anesthetists, and we tell you at intake which profile your role, call, and case mix can realistically attract.
- Can you cover our rooms with a locum CRNA while the search runs?
- Yes. MedStaff Locum Tenens places credentialed CRNAs for vacancy, leave, and surge coverage on one all-inclusive rate stated on a written Work Order, with malpractice included and the credentialing file in your medical staff office within five business days. Conversion terms are written into the agreement if the locum becomes your permanent hire.
- Do you recruit chief and lead CRNAs?
- Yes. We recruit staff, lead, and chief CRNAs, and for leadership roles we screen for scheduling, staffing-model, and quality experience as well as clinical depth.
- What happens if the CRNA leaves?
- Every placement is covered by our replacement guarantee. If a placed CRNA does not complete onboarding, we re-run the search at no additional cost. Our 12-month retention rate across placements is 96 percent.
From our research desk
For CRNAs
Looking for your next anesthesia role?
Browse our open permanent CRNA searches by state, or join the MedStaff Locum Tenens bench for locum assignments.
Ready to open a CRNA search?
Schedule a consultation with our team — every inquiry is answered within one business day.