Anesthesia Interview Prep

A step-by-step guide for anesthesiologists, CRNAs, and CAAs

A strong interview is mostly preparation. This guide walks through what to research, the questions you should expect, the questions worth asking, and how to read the practice while they read you. It applies whether you are an anesthesiologist, CRNA, or CAA.

1. Research the practice before you talk

Walk in knowing how the group is structured. The model shapes your day-to-day life more than the salary headline, so confirm it early.

  • Practice type: private group, hospital-employed, academic, or locum/staffing agency.
  • Care team model vs. physician-only, and your expected supervision ratio (e.g., 1:2, 1:3, 1:4).
  • Case mix: cardiac, OB, peds, regional, chronic pain, endoscopy, out-of-OR.
  • Group size, partnership track (if any), and how new hires are mentored.
  • Who owns the contract — the hospital, an AMC (anesthesia management company), or the group itself.

2. Prepare for the questions you will be asked

Most anesthesia interviews blend clinical judgment with "will you fit our group" behavioral questions. Have concrete examples ready.

  • Why this group, this city, and this practice model — specifically.
  • A difficult case or complication and how you managed it (use a clear before/decision/after structure).
  • How you handle disagreement with a surgeon or proceduralist over safety.
  • Comfort with the subspecialty mix in their cases (be honest about what you do and do not do).
  • Availability for call, weekends, holidays, and how you approach late add-on cases.

3. Ask sharp questions of your own

The questions you ask signal how carefully you think about the job. Bring a written list.

  • What does a typical and a heavy call day actually look like?
  • How is the call burden distributed, and does it change with seniority?
  • What is the path to partnership or to top-of-scale compensation, and what percentage make it?
  • How is the group handling staffing, turnover, and locums coverage right now?
  • Who handles billing, and how productive does a provider need to be to hit the quoted income?
  • What is the malpractice coverage — occurrence or claims-made, and who pays the tail?

4. Know your numbers and your non-negotiables

You do not have to negotiate during the interview, but you should know your floor on the items that matter to you so you can react well when the offer arrives.

  • Base vs. productivity (wRVU/units) split and how the bonus is actually calculated.
  • Call frequency and stipends, post-call protected time.
  • Vacation/CME days and CME allowance.
  • Benefits: retirement match, health, disability, and malpractice tail responsibility.
  • Start date, signing/relocation bonus, and any income guarantee in year one.

5. Handle logistics like a professional

  • Confirm format ahead of time: phone screen, video, or full-day on-site with the group.
  • For on-site days, expect to meet multiple partners, tour the ORs, and sometimes meet surgeons — treat everyone as a decision-maker.
  • Bring extra copies of your CV, your license/certification details, and references.
  • Test your video setup early; use a quiet, well-lit space with a plain background.
  • Send a brief, specific thank-you note within 24 hours that references something concrete from the conversation.

6. Red and green flags to watch for

An interview is two-way. Pay attention to what the group reveals about itself.

  • Green: transparent about call, income math, and partnership; lets you talk to recent hires.
  • Green: stable leadership and low recent turnover.
  • Red: vague or evasive answers about compensation structure or the tail.
  • Red: high turnover, frequent reliance on locums, or reluctance to put terms in writing.
  • Red: pressure to commit on the spot before you have seen a written offer.

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