Thoughts from an Anesthesia Recruiter | Episode 01
I've been having a lot of conversations with CRNAs lately, and let me tell you… I've been learning A LOT.
After spending more than a decade in healthcare recruiting, primarily working with travel nurses, I've recently found myself stepping into a different side of healthcare: recruiting CRNAs and anesthesiologists.
And while recruiting isn't new to me, the anesthesia world certainly is.
One thing I've always loved about healthcare recruiting is that no matter how much experience you have, there's always something new to learn. Every specialty has its own challenges, responsibilities, and unique perspectives.
And anesthesia? It's been opening my eyes to quite a few things.
The Responsibility Behind the Profession
We all know patient care comes with enormous responsibility. But through my conversations with CRNAs, I've been learning more about the professional liability concerns that come with anesthesia care.
These clinicians are responsible for making critical decisions in environments where circumstances can change within seconds.
And when complications arise, questions about responsibility and liability can become incredibly complicated.
Malpractice insurance is one of the topics I've been learning more about. Even when a facility or staffing agency provides coverage, some clinicians choose to carry additional coverage of their own, depending on their circumstances.
But something else has stood out to me.
I've spoken with CRNAs who feel like they don't always have someone advocating for them.
And sadly, that's a sentiment I've heard from healthcare professionals throughout my recruiting career.
Which brings me to something I feel strongly about: having the right people in your corner matters.
Especially when you're making decisions about your career.
The Highest-Paying Contract Isn't Always the Best Contract
Let's talk money.
Because let's be real. Compensation matters.
If you're considering a locum tenens assignment offering an unusually high hourly rate, of course it's going to catch your attention.
But whenever I see a particularly high-paying opportunity, one of my first thoughts is:
Okay… what's the story behind that rate?
Is the facility in a rural or difficult-to-staff location?
Does the assignment require independent practice, and what does that mean for the clinician's responsibilities?
Are there demanding call requirements, overnight shifts, or a particularly challenging schedule?
What types of cases will the clinician be expected to handle?
Are the hours guaranteed? What happens if the facility cancels shifts?
And what about travel, housing, malpractice coverage, and the other details that can affect the overall value of an assignment?
There are so many factors that can influence compensation.
Sometimes a higher rate reflects urgency, location, specialized skills, or the responsibilities involved.
And sometimes it's simply an excellent opportunity with competitive compensation.
A high rate isn't necessarily a red flag. It's an invitation to ask more questions.
I love that statement because it captures something I believe every healthcare professional should remember when evaluating a contract.
The hourly rate is important.
But it doesn't tell the entire story.
Why Having the Right Recruiter Matters
Throughout my recruiting career, I've always believed that building relationships is far more important than simply filling positions.
And I think that philosophy matters just as much in anesthesia recruiting.
A good recruiter should want to understand what matters to you.
Maybe your priority is maximizing your income.
Maybe you want a schedule that allows you to spend more time with your family.
Maybe you're looking for a particular practice environment, clinical experience, or geographic location.
Or maybe you're at a point in your career where flexibility matters more than anything else.
None of those priorities is wrong.
But they're different.
And that's why I believe the best recruiting relationships start with conversations, not just job descriptions.
Ask questions. Be transparent about what you're looking for. Understand the expectations of an assignment before committing to it.
And work with someone who is willing to help you evaluate the details, not just present you with an attractive hourly rate.
Imagine You're LeBron James… and I'm Your Agent
Okay, hear me out on this one. 😂
I've always liked using a basketball analogy when explaining how I approach recruiting.
Imagine you're LeBron James, and I'm your agent.
Now, my job isn't simply to find you the team offering the biggest paycheck.
My job is to understand what you're trying to accomplish and help you evaluate which opportunity makes the most sense.
Because in professional sports, athletes sometimes accept less money for the right team, the right environment, or a better chance to accomplish their goals.
And I think there's a lesson in that when it comes to healthcare careers.
A higher-paying contract might be exactly what you're looking for.
But another opportunity with a slightly lower rate, a better schedule, more predictable hours, or a practice environment that suits you could ultimately be the better fit.
It all depends on what matters most to you.
And that's why I never want a recruiting conversation to be only about the money.
I want to understand the person behind the profession.
So, What's the Best Contract?
I don't think there's one universal answer.
The best contract for one CRNA or anesthesiologist might be completely different from the best contract for another.
And as I continue learning about the anesthesia industry, that's something I want to keep at the forefront of my conversations.
I'm bringing years of healthcare recruiting experience into this specialty, but I'm also listening, asking questions, and learning from the professionals who do this work every day.
Because I believe the best recruiters never stop learning from the people they serve.
So here's my final thought:
The highest-paying contract isn't automatically the best opportunity. And a lower-paying contract isn't automatically the better one, either.
What matters is understanding the full picture and making an informed decision that aligns with your career, responsibilities, and life outside of work.
And remember:
A high rate isn't necessarily a red flag. It's an invitation to ask more questions.
Let's Continue the Conversation
To the CRNAs and anesthesiologists reading this:
Would you ever accept a lower hourly rate for a better schedule, work environment, or practice setting?
Or is maximizing compensation your top priority right now?
I'd genuinely love to hear your perspective.
And whether you're actively considering locum tenens opportunities or simply curious about what's available, I'm always happy to have a conversation.
Karen Le Dang
Senior Recruiting Consultant | CRNAs & Anesthesiologists
