Smart Questions to Ask in a CRNA Job Interview

Most CRNAs prepare for job interviews by updating their resume, thinking through their clinical experience, and rehearsing how they’ll answer common questions. These are important, but they’re only half the equation.

The truth is, you’re interviewing them too.

Asking smart questions during your interview positions you as a professional who values alignment, not just a paycheck. It gives you a clearer picture of what the job will feel like if you choose to accept it. It also helps you spot hidden expectations, understand the team dynamics, and avoid surprises down the road. We’ve given you a lot of interview questions, so only ask the ones that are relevant to you (you don’t have to ask all of them).

We won’t cover compensation and benefits in this guide. For a deep dive into how to evaluate salary structures, contract terms, retirement plans, CME allowances, and other financial considerations, check out our companion article: Understanding CRNA Compensation and Benefits: It’s More Than Your Salary.

Table of Contents

• Clinical Practice and Autonomy
• Culture and Team Dynamics
• Leadership and Management
• Schedule and Lifestyle
• Don’t Ask These Questions Too Early
• Follow-Up Questions

Clinical Practice and Autonomy Questions

1. What level of autonomy do CRNAs have in their daily practice? This gives you a direct sense of how independently you’ll be allowed to function.
2. What clinical decisions are CRNAs expected to make independently without MD input? This reveals the true scope of your autonomy and how much critical thinking is expected or supported.
3. Are there certain cases or procedures that CRNAs can’t do (i.e., are only done by the anesthesiologists)? This helps you determine whether you’ll be able to work at (or near) the top of your license or be restricted to a narrower scope.
4. Who decides how cases are assigned (CRNA leadership, anesthesiologists, or schedulers)? How are case types distributed? Knowing how cases are distributed reveals whether the system is fair and transparent.
5. Do CRNAs typically manage their own pre-op assessments, anesthetic plan, and PACU handoffs? This gives you insight into the workflow and how much clinical ownership you’ll have.
6. Are CRNAs allowed and expected to place regional blocks and invasive lines? This indicates both the scope of your clinical practice and whether you’ll keep or build advanced skills.
7. What role do CRNAs play in OB, trauma, or other high-acuity situations? The answer shows whether CRNAs are fully integrated into critical care scenarios or sidelined.
8. In a care team model, how involved are anesthesiologists during routine cases? This helps you gauge whether autonomy is supported or undermined by micromanagement.
9. What percentage of the time are anesthesiologists present to meet TEFRA requirements? This helps you assess whether the practice is truly compliant or cutting corners, which can affect both your autonomy and legal risk.
10. How is CRNA competence assessed when it comes to complex or advanced cases? This reveals whether you’ll have the opportunity to grow into tougher assignments or be held back.
11. Is there a process for CRNAs to pursue training in new techniques, such as advanced regional anesthesia? This shows whether the culture supports clinical development and staying current.
12. What happens when a CRNA needs help during a case? Who responds and how quickly? How is this different during normal hours and call? The answer reveals team responsiveness, safety culture, and how supported you’ll feel clinically.
13. How are CRNAs onboarded for specific case types they haven’t done recently or often? A thoughtful onboarding plan is a sign that clinical autonomy is built on preparation, not pressure.
14. How does the group handle disagreements between CRNAs and anesthesiologists about anesthetic plans? This helps you assess whether autonomy is respected or if you’re expected to stay silent.
15. Do you employ AAs? If so, how is their practice different from CRNA practice? Are you valued as a CRNA or are you easily interchangeable with an AA?

Culture and Team Dynamics

1. What makes someone successful here beyond purely clinical skills? This helps you understand the “unwritten rules” that define cultural fit.
2. How long does the average CRNA stay at this job? Long tenure usually signals a supportive work environment and strong team cohesion.
3. Can I speak with one or two CRNAs currently on staff (not locums) who have been here at least a few years? Talking directly with peers gives you a clearer, unfiltered sense of the day-to-day culture. Ask them if they had to make the decision again, whether they would choose to work here and why.
4. What’s the team dynamic like between CRNAs, anesthesiologists, and AAs (if present)? This reveals how collaborative or hierarchical the group truly is in practice.
5. What’s the team dynamic like between CRNAs and the surgeons and OR staff? This reveals how collaborative and respectful the overall working environment is, which directly impacts your daily stress level and job satisfaction.
6. What does the group do, if anything, to build camaraderie outside the OR? Social dynamics outside of work often reflect how connected and supported staff feel. Some CRNAs thrive on this, while others don’t want to think about work after they leave the OR.
7. Are there opportunities for CRNAs to take on leadership, education, or mentorship roles? This tells you whether the group values professional growth or sees CRNAs as disposable labor.
8. How are mistakes handled here when something doesn’t go as planned? This reveals whether the environment is punitive or focused on learning and accountability.
9. What’s one thing current CRNAs would like to see improved about the team or workplace? You’ll learn what frustrations exist and how transparent the group is about challenges.
10. How does the anesthesia department or hospital deal with bullying or disruptive behavior from surgeons, anesthesiologists, or other staff? This can uncover toxic personalities or cultures that leadership may or may not tolerate.
11. How does the team support each other during busy or understaffed days? You’ll get a sense of whether the group pulls together or whether you’re on your own.
12. What happens if someone is struggling clinically or personally? How is that handled? Support during difficult times is a strong indicator of a healthy team culture.
13. Are CRNAs encouraged to mentor new hires or SRNAs? A mentoring culture often reflects a collaborative and generous team dynamic.

Leadership and Management

1. What is the leadership structure in the anesthesia department? Are any CRNAs included in the leadership structure? This helps you understand how decisions are made and whether CRNA voices are represented at the leadership level.
2. How politically active are the anesthesiologists and CRNAs? How does this impact their day-to-day working relationship?
   This can reveal whether leadership dynamics are driven more by clinical collaboration or behind-the-scenes power structures that could lead to animosity.
3. How does leadership gather feedback from CRNAs, and what do they do with it? This shows whether leaders are actually listening or just going through the motions.
4. What’s an example of a recent change that was made based on CRNA input? A real example gives you proof that leadership is responsive, not just reactive.
5. How are performance issues or clinical concerns typically addressed? The response reveals whether leadership is fair and constructive or punitive and distant.
6. How transparent is leadership when challenges come up, such as staffing shortages or budget issues? You want to know whether you’ll be kept informed or blindsided by sudden changes.
7. Who runs the OR board, and how are case assignments prioritized? This reveals how much influence CRNAs have in daily operations and whether assignments are made fairly or influenced by internal politics.
8. Where do CRNAs hang out when not in a case? Where do they eat? Where do they park? This is a softer way of understanding how CRNAs are valued in the organization.
9. Are there professional perks such as free meals and free parking? This helps you understand how CRNAs are valued by the organization.

Schedule and Lifestyle

1. What is the typical weekly schedule for CRNAs? This helps you understand the baseline workload and whether it aligns with your lifestyle goals.
2. How are shifts structured (8s, 10s, 12s, 24s, or pecking order)? The shift structure can dramatically affect your work–life balance and predictability.
3. What’s the typical OR start time, and when are CRNAs expected to arrive at the start of the day? This reveals whether there’s pre-start work that isn’t clearly documented.
4. How often will I be scheduled for overnight or weekend call? Call type and frequency give you insight into the actual demands of the job beyond regular hours.
5. What is the frequency and duration of in-house call? Knowing how often you’ll need to sleep on-site helps you prepare for the physical and mental toll.
6. Are post-call days guaranteed off? This helps you assess recovery time and how the facility supports rest after demanding shifts.
7. What happens if a case runs late and overlaps with shift change? This highlights staffing depth and fairness of handoffs.
8. How often do CRNAs stay late past their scheduled end time? This will uncover how predictable the schedule really is.
9. Is there any mandatory overtime, and how often are CRNAs expected to stay late when they’re not assigned to stay late? This reveals whether the practice runs efficiently.
10. Are there opportunities for overtime if I want extra shifts? This gives you insight into staffing needs and the potential to boost your income if desired.
11. How far in advance is the schedule published, and how often does it change? Predictability can reduce stress and allow for better planning.
12. How is the call schedule created, and how far in advance is it posted? Timely and transparent scheduling reflects good management and respect for your planning needs.
13. How is vacation time approved, and how far in advance do you need to make the request? You’ll want to know if you can get vacation when you want it and to understand how likely you are to get it. Is it based on seniority or some other method? Some groups require PTO requests before the next calendar year, while others are more flexible.
14. Do CRNAs have input into their own schedule or shift preferences? This shows how much control you’ll have over your work–life balance.
15. Are there pre-assigned lunch or break periods? Break coverage can affect morale and energy over a long shift.
16. How is sick coverage handled? This reveals whether you’ll be pressured to cover when others are out.
17. How often are CRNAs floated between sites or assignments? Frequent floating can disrupt routines and impact job satisfaction.
18. Is there a dedicated CRNA educator or point person for orientation and support? Support systems speak volumes about how much they invest in your success.

Don’t Ask These Questions Too Early

1. Can I have all the job details emailed to me before I decide whether to interview? This signals low interest or high entitlement, which can turn off a potential employer.
2. How soon can I take vacation? Asking this early can signal you’re already planning time off before you’ve even started. If you have a trip already planned, you’ll want to discuss this a bit later in the hiring process (during negotiation).
3. Can I leave early if my cases are done? This can give the impression that you’re focused on minimizing work rather than contributing to the team.
4. What happens if I’m late or miss a shift? This leads employers to question your reliability and professionalism.
5. Can I avoid OB, call, or certain types of cases? This suggests inflexibility before they’ve had a chance to see your full range of strengths.
6. What’s the policy on taking locum work on the side? Asking this can raise red flags about commitment or split priorities.
7. How often do I get lunch or breaks? While important, this may seem petty if asked too early, especially if culture and patient care haven’t been addressed yet.
8. Do I have to take call if I don’t want to? Framing it this way implies you’re negotiating out of core responsibilities before establishing your value. A better approach is to ask how call is structured and how often CRNAs are typically scheduled, which shows interest without sounding inflexible.
9. Will you pay off my student loans or cover moving expenses? Some employers offer these benefits, but asking too early can make the conversation feel transactional.
10. Can I work part-time eventually? Even if that’s your long-term goal, it’s better to discuss after establishing your value.

How to Follow Up with Additional Questions After the Interview

If you walk away from the interview with lingering questions (or think of something important you forgot to ask) it’s completely appropriate to follow up. Send a short, polite email to your primary contact. Thank them for their time, express your continued interest, and ask your remaining questions clearly and concisely. Try to keep your questions in your initial email so you don’t overwhelm their inbox.

Example: “Thank you again for taking the time to speak with me. I enjoyed learning more about your team. After reflecting on our conversation, I had a couple of follow-up questions and would appreciate any additional information you can share.”

Keep it focused, respectful, and professional. Most organizations appreciate that you’re being thorough, and it shows you’re serious about making the right decision.

Final Thoughts

A job interview isn’t just about proving you’re qualified. It’s also your opportunity to make sure the role fits your goals, values, and lifestyle. The best CRNA positions are built on mutual respect, clear expectations, and strong communication.

By asking thoughtful questions, you not only leave a strong impression, but also gather the insight you need to make a confident decision. You’re not just trying to get the job. You’re deciding where to invest your time, energy, and expertise. Make sure it’s a place where you’ll thrive.