What to Look for in Your First CRNA Job: A Guide for Graduating SRNAs

Transitioning from RRNA/SRNA into your first job as a CRNA is exciting—but can also be a little nerve-racking. With our aging population, the demand for CRNAs is rising with the profession projected to grow by 9% by 2032. And there are already abundant job opportunities available now for those just starting out their careers.  

We’re here to help you cut through the noise and focus on what really matters when evaluating your first CRNA job. Here are five questions to ask throughout your CRNA job interviews:  

1. What kind of cases will I be doing? 

No two CRNA positions are alike. Some hospitals may have you doing bread-and-butter cases, while others will throw you into trauma, OB, or cardiac. Ask yourself: 

• Do I want variety, or do I want to home in on one specialty? 

• Will I be working independently, lightly supervised or in a heavily directed model? 

• What opportunities are there for professional development and growing new skills? 

  
  

2. What’s the schedule really like? 

Throughout your career, everyone will say work-life balance is important, but the reality is—everyone’s definition of work-life balance is different. Make sure you ask: 

• What’s the typical schedule? (M-F, 7-on-7-off, rotating shifts?) 

• How often will I be on call, and what does that actually look like? 

And ask yourself, can I actually take time off without feeling guilty or overburdening my team? 

3. What is the pay, and what are the benefits? 

There's more to compensation than just base salary. Be prepared to evaluate: 

• Salary, bonuses and any potential relocation or other incentives 

• Health insurance, retirement planning, malpractice and disability coverage 

• Student loan repayment, CME allowances, PTO and other perks 

  
  

4. What are the team dynamics? 

Culture matters. A supportive team can make or break your experience, especially in your first year. Consider: 

• Will I have a mentor or structured onboarding? 

• Is there a culture of teamwork between CRNAs and physician anesthesiologists? 

• Do the leaders actually support and invest in their providers? 

  
  

5. What’s in the fine print? 

Before signing anything, read the contract carefully. Look out for: 

• Non-compete clauses—are they overly broad which could limit your options in the future? 

• Termination clauses—what are your options if you decide the position isn’t the right fit?

You’ve worked hard to get to this spot, and taking the time to really sit down and consider all your options will set you up for long-term success. Ask the right questions, talk to current employees and trust your instincts. 

As you’re going through the interview process, make sure to take notes about things that stand out to you. You can download our job scoring rubric to use as a resource when evaluating offers.  

And if you’re a new grad, check out our current CRNA openings. We have a wide range of open roles with different case mixes, call schedules (or no call, if that’s your preference) and care settings. And if you’re weighing between 1099 CRNA vs. W2 CRNA roles, we have traditional employment and independent contractor roles available. 

Plus, explore our W2 clinician benefits, or the access to perks available to 1099 CRNAs on our careers page.