Why These Questions Matter
Job postings highlight the positives. These questions reveal the reality of day-to-day practice—before you're committed.
Compensation Questions
Base and Total Pay
| Question | Why It Matters |
|---|
| "What is the exact base salary?" | Confirm specifics |
| "How is productivity bonus calculated?" | Some are unrealistic |
| "What's the on-target earnings for this role?" | Reality check bonuses |
| "When are raises typically given?" | Annual? Merit-based? |
| "What's the typical CRNA salary here after 3 years?" | Growth trajectory |
Sign-On and Benefits
| Question | Why It Matters |
|---|
| "What's the vesting schedule for the sign-on?" | 1 year vs 3 years |
| "What triggers sign-on clawback?" | Any termination? |
| "Is relocation assistance separate?" | Often negotiable |
| "What's the CME allowance?" | Professional development |
| "Is student loan repayment available?" | Growing benefit |
Call and Schedule Questions
Call Structure
| Question | Why It Matters |
|---|
| "What's the actual call frequency?" | Not just "1 in 4" |
| "How is call time compensated?" | Hourly? Flat rate? |
| "What's the average call volume?" | How busy is it? |
| "Is there a no-call track available?" | Options for lifestyle |
| "Are weekends included in regular rotation?" | Weekend expectations |
Daily Schedule
| Question | Why It Matters |
|---|
| "What time do cases typically start?" | 6 AM vs 7:30 AM |
| "What time do most CRNAs leave?" | Actual end times |
| "How often do cases run past shift end?" | Late case frequency |
| "What's the policy on staying for late cases?" | Required vs optional |
| "How flexible is scheduling for personal needs?" | Appointments, family |
Practice Model Questions
Team Structure
| Question | Why It Matters |
|---|
| "Is this care team or independent practice?" | Know the model |
| "What's the CRNA to MDA ratio?" | Supervision intensity |
| "Do CRNAs work solo or in teams?" | Daily colleagues |
| "Who makes case-related decisions?" | Your autonomy level |
| "How are complex cases handled?" | Support available |
Scope of Practice
| Question | Why It Matters |
|---|
| "What case types does this position cover?" | Full scope? Limited? |
| "Is OB anesthesia part of this role?" | May be separate |
| "Are there cardiac cases?" | Skills maintenance |
| "Do CRNAs place lines and blocks?" | Procedure exposure |
| "What's the typical case volume per day?" | Workload expectation |
Culture and Environment Questions
Workplace Culture
| Question | Why It Matters |
|---|
| "What's the CRNA turnover rate?" | Red flag if high |
| "How long has the average CRNA been here?" | Retention signal |
| "Why did the last person in this role leave?" | Direct intel |
| "How would you describe the team culture?" | Culture fit |
| "How are conflicts typically resolved?" | Management approach |
Relationships
| Question | Why It Matters |
|---|
| "How would you describe surgeon-CRNA relations?" | Key to satisfaction |
| "Is there tension between CRNAs and MDAs?" | Team dynamics |
| "How supportive is nursing staff?" | Operational reality |
| "What's leadership like for anesthesia?" | Who's in charge |
| "Can I speak with current CRNAs?" | Direct feedback |
Career Development Questions
Growth Opportunities
| Question | Why It Matters |
|---|
| "Are there advancement opportunities?" | Career path |
| "Is there support for subspecialty training?" | Pain, cardiac, etc. |
| "Are teaching/precepting opportunities available?" | For those interested |
| "What leadership roles exist for CRNAs?" | Management track |
| "How is continuing education supported?" | Beyond CME allowance |
Contract Questions
Terms to Clarify
| Question | Why It Matters |
|---|
| "Is there a non-compete clause?" | Future flexibility |
| "What's the termination notice period?" | Typically 60-90 days |
| "Who pays for tail coverage if I leave?" | Significant cost |
| "Is the malpractice occurrence or claims-made?" | Type matters |
| "Can you send the full contract before I decide?" | Review before verbal |
Questions About Concerns
Addressing Red Flags
If something seems off, ask directly:
| Concern | Question to Ask |
|---|
| High turnover | "I noticed several positions open. What's driving that?" |
| Low salary | "The compensation seems below market. Is there flexibility?" |
| Heavy call | "The call schedule is intense. Have you considered alternatives?" |
| Remote location | "What do current CRNAs do for lifestyle in this area?" |
| Vague answers | "I'd like more specifics on that before deciding." |
Site Visit Questions
During Your Visit
| Area | What to Observe |
|---|
| **Break room conversation** | Morale indicators |
| **Equipment condition** | Investment level |
| **Staff interactions** | Collegial or tense? |
| **Preop/PACU staffing** | Support available |
| **Facility cleanliness** | Overall standards |
Ask Staff Directly
When alone with CRNAs, nurses, or techs:
> "What do you like most about working here?"
> "What's the biggest challenge?"
> "Would you recommend this position to a friend?"
The "Gut Check" Questions
Ask Yourself
| Question | Why It Matters |
|---|
| Did they answer questions directly? | Evasion is a red flag |
| Did I feel welcomed? | First impressions matter |
| Can I see myself here in 2 years? | Beyond the sign-on |
| What's my biggest concern? | Trust your instincts |
| If salary weren't an issue, would I still want this? | Beyond money |
After the Interview
Before Accepting
- [ ] All questions answered satisfactorily
- [ ] Spoke with current CRNAs
- [ ] Reviewed written offer/contract
- [ ] Compared to market rates
- [ ] Considered location/lifestyle
- [ ] Discussed with family
- [ ] Gut feeling is positive
Conclusion
The questions you ask before accepting reveal more than any job posting. Take your time, dig deep, and trust your instincts. The right position should feel right on both paper and in person—and the employer should welcome your thorough evaluation.
Career guidance based on Anesearch hiring insights, January 2025.