What happens when the recruiter knows exactly what’s wrong, but still can’t fix it?
We recently spoke with a recruiter at a nationally recognized healthcare system looking to fill dozens of CRNA roles. They were smart, experienced, and deeply familiar with what makes a CRNA take or walk away from a job. And yet? Their hands were tied.
“We already know,” they said. “We just can’t change it.”
This is a common story, and it’s one we think needs to be told more often. Because while employers focus on big-picture staffing strategies, the day-to-day battle for talent is happening at the front lines between recruiters, candidates, and the systems both are stuck in.
Recruiters Aren’t the Problem—Systems Are
Let’s be clear: this recruiter was not disconnected. They understood the market pressures. They knew their compensation wasn’t the most competitive. They even knew they’d be unlikely to land experienced CRNAs at the current rates. But they also understood the trade-offs: stability, benefits, and the institutional resources available to new grads.
“We want experienced CRNAs… but we’ll take what we can get. I just don’t want to say no to anyone interested.”
The real issue? A system that resists agility.
Salary bands tied to internal equity. A comp structure that can’t be adjusted without a ripple effect on hundreds of internal employees. And a leadership team that (understandably) doesn’t want to trigger millions of dollars in system-wide salary changes.
The Frustrating Cost of Inflexibility
We ran comp comparisons using public and proprietary data. The employer in question is offering a W2 rate that didn’t look bad on paper, but they used “consulting” companies to benchmark CRNA salary. Unfortunately, the data they got…doesn’t actually match the market. In their market, where experienced CRNAs are increasingly shifting to 1099 full time or locum models at $75-100k+ above their offered salary, it’s simply not enough.
Even 1099 roles at lower pay points struggle to attract talent in this dynamic market. In many cases, compensation alone won’t fix the issue. You need to compete on pay, flexibility or both. But rigid models ensure that even creative solutions can’t be implemented.
“There’s no appetite to raise salaries again. We just did it. And we had to right-size 100+ employees each time.”
It’s not just about money. It’s about the inability to experiment. No flexible staffing models unless offered across the board. No sign-on flexibility without impacting internal parity. No structured path for semi-retired CRNAs to contribute without upending HR policy.
And all of this while spending heavily on locums coverage.
So Where Do We Go From Here?
We believe a platform like Lokum App can help bridge this gap—not by replacing internal teams, but by giving them:
- Real-time insight into market behavior
- Access to highly engaged CRNAs (1 in 10 CRNAs in the U.S. are already signed up on Lokum App)
- The ability to pilot job post variations and get feedback
- Direct messaging and nudging workflows
- Support for unique segmentation strategies, like attracting new grads or near-retirement CRNAs looking for short-term commitments
And we’re not just providing tech…we’re actively interviewing the workforce to learn what matters to them.
Key Takeaways for Recruiters Stuck in the Middle:
Don’t wait for policy to change, you can get creative with segmentation.
New grads, mid-career CRNAs, semi-retired providers, they all want different things.
Be transparent about trade-offs.
A pension, strong team culture, and 403(b) mean more to some than a short-term pay bump. CRNAs talk to each other and know the market relatively well.
Leverage platforms that CRNAs actually use.
Job boards and inbox spam don’t cut it anymore. CRNAs are choosing their own paths, and the tools they use to walk them.
Let’s Talk
If you’re stuck between decision-makers and a flooded job market, we see you. And we’ve built Lokum App to help you win even when your hands are tied.
We’re helping recruiters like you connect with CRNAs who are already on the app, already interested and already moving.