As a CRNA and founder deeply involved in the business side of anesthesia staffing, I’ve seen firsthand how the ground is shifting beneath our feet. The anesthesia workforce is in the middle of a transformation that affects how we work, how we’re compensated, and how hospitals and practices keep operating rooms running.
CRNAs are right at the center of this change, driving trends that are forcing healthcare systems to rethink their strategies. If you’re a CRNA evaluating your career path, or you’re responsible for staffing anesthesia services, you need to understand why traditional hiring models are struggling and what to have in your toolbox, if you plan to adapt to the changing the game.
Here’s my take on what’s happening and what it means for all of us.
CRNAs: The Essential Force Behind Anesthesia Care
Let’s start with the obvious. CRNAs are indispensable. Every year, we safely deliver about 50 million anesthetics across the country, and that number is still climbing. But our role isn’t just about volume.
In rural and underserved areas, CRNAs are often the only anesthesia providers ensuring patients get the surgical care they need. In rural counties, CRNAs account for over 80 percent of anesthesia providers. Our work is literally keeping hospitals open and surgeries possible in many communities.
Beyond where we practice, our flexibility and expertise make us critical assets. We’re trained to operate independently, adapt to different practice settings, and manage high-acuity cases when needed. That makes us a smart solution for facilities facing staffing gaps, physician shortages, or cost pressures.
It’s no longer accurate to think of CRNAs as simply “filling gaps.” We’re a strategic pillar in modern anesthesia care.
Why CRNA Demand Keeps Rising
So why is demand for CRNAs exploding?
Physician Shortages Are Real
Over 90 percent of healthcare facilities report staffing shortages, and nearly 40 percent call physician shortages a major problem. A 30% shortage of anesthesiologists in predicted by 2036.
An Aging Population Means More Surgeries
People are living longer and requiring more surgical interventions. At the same time, surgical volumes keep rising in outpatient centers and ambulatory settings. Hospitals and ASCs need flexible providers who can handle both inpatient and outpatient environments, and CRNAs are perfect for that role.
Regulatory Shifts Expand CRNA Practice
Legislative changes have created more autonomy for CRNAs. As of mid-2024, 25 states and Guam have opted out of federal physician supervision requirements, allowing CRNAs to practice to the full extent of our education and training. This regulatory momentum will directly fuel demand.
Hospitals Are Under Financial Pressure
Healthcare organizations are under tremendous financial strain. When CRNAs are part of a larger team or operating independently, anesthesia care is delivered at a lower cost per case than physician-only models. As hospitals look for sustainable ways to deliver anesthesia services, CRNAs are increasingly seen as a core part of the solution.
When you put it all together it’s clear why CRNA demand is surging.
Locum Tenens CRNAs: From Stopgap to Career Choice
Let’s talk about what’s changed the most dramatically: the rise of locum tenens CRNA work.
Locum tenens used to be seen as a temporary fix. Today, it’s a deliberate career choice for many CRNAs. And I get why.
Locum work offers several powerful benefits:
- Higher Pay. Locum CRNAs often earn 20% more than permanent staff, with the caveat that many of the benefits of being in a W2 model such as stability and retirement benefits are lost. Rates vary from $146 to $300+ an hour, which can translate into annual earnings well over $250,000 for steady assignments.
- Flexibility. You choose your assignments, schedule, and where you want to work. It’s a level of control permanent roles can’t match.
- Variety and Growth. Locum work exposes you to different surgical cases, facilities, and regions. It’s an excellent way to expand your skills and your network.
The global locum tenens market is booming, growing from $8.8 billion in 2023 to an expected $14.6 billion by 2030. In the U.S. alone, spending on locum CRNAs jumped from $37.3 million in 2023 to $59.7 million in 2024.
I talk to a lot of CRNAs who see locum work not just as a way to make more money, but as a lifestyle choice that offers freedom and autonomy. It’s a smart way to leverage our high demand for better income and a healthier work-life balance. This poses a challenge for employers that cannot be ignored. How do we move forward in a market where what’s best for the CRNA feels divergent from what’s best for the organization with a staffing challenge?
Why Traditional Staffing Models Are Struggling
This brings us to why permanent hiring models are having a hard time keeping up.
- Burnout. Rigid schedules and staff shortages lead to burnout. Many CRNAs are looking for alternatives where they can control their workload.
- Flexibility Gap. Locum work offers freedoms that permanent roles often can’t match.
- Financial Realities. Locums can be more expensive on an hourly basis, but relying on them too long becomes unsustainable. There’s a financial tipping point where hiring a permanent CRNA, even at a higher cost becomes more economical, especially beyond about 665 hours of coverage.
Traditional hiring is caught in a tough spot. Hospitals need anesthesia coverage, but permanent hiring can’t always keep up with the pace of change or CRNA expectations.
Digital Innovation is Changing CRNA Recruitment
This is where technology comes in.
Digital recruitment is one of the fastest-growing parts of healthcare staffing. The market is projected to grow from $2.3 billion in 2025 to $5.2 billion by 2032.
Modern platforms like Lokum App which I helped build specifically to serve CRNAs are introducing:
- AI-powered matching that connects CRNAs to jobs faster
- Mobile-first solutions that fit how we live and work
- Digital credentialing document exchange tools that save hours of paperwork
- Direct communication channels that eliminate middlemen
These changes are creating a more transparent, efficient, and provider-friendly staffing experience.
How Lokum App is Redefining CRNA Staffing
Lokum App was designed to address real pain points facing the CRNA workforce as well as organizations in need of anesthesiology services.
Here’s what makes it different:
- Direct Connections. CRNAs can explore jobs privately and connect directly with employers without endless recruiter calls.
- Credentialing Wallet. Upload your credentials once and share them instantly with multiple orgs when the time comes. This alone saves countless hours.
- Lower Costs for Employers. Lokum uses a transparent pricing model that avoids the high commissions traditional agencies often charge.
- Data and Analytics. Employers can see how their job postings perform, and our customer success process includes feedback that helps our clients craft better, more resonant offers which helps fill their positions faster. If the model is scaring away talented providers, we can assist with exploring options.
Lokum App cuts out layers of inefficiency and gives CRNAs and employers more control. It’s designed to make the hiring process smoother, faster, and more affordable for both sides.
What CRNAs and Employers Should Do Now
So where does this leave us?
For Employers:
- Use Dynamic Staffing Models. Don’t rely entirely on permanent hires or locums. Find the right balance based on your volumes and financial realities.
- Invest in Retention Beyond Pay. CRNAs want flexibility, respect, and reasonable workloads, not just a bigger paycheck.
- Leverage Digital Tools. Platforms like Lokum App give you direct access to qualified CRNAs while saving time and cost.
For CRNAs:
- Know Your Value. Your skills are in demand. Explore both locum and permanent options that align with your lifestyle and goals.
- Use a Digital Matchmaking Engine. Apps like Lokum App to help jobs you’re highly aligned with find you.
The Future is a Hybrid Workforce
The CRNA staffing world isn’t going back to the way it was. We’re heading into a hybrid future where permanent roles, locum work, and digital tools all blend together.
For CRNAs, this is an exciting time. We have more options and more control over how we work than ever before.
For healthcare employers, adapting to these changes isn’t optional. Those who move quickly, invest in smart technology, and treat CRNAs as true partners will be the ones who succeed.
I’m confident that with the right strategies, we can build a sustainable anesthesia workforce that benefits providers, employers, and—most importantly—our patients.
If you’re a CRNA looking for your next opportunity, or an employer ready to rethink your staffing strategy, it’s time to explore what digital innovation can do for you. Platforms like Lokum App are here to help you navigate this new landscape.