Navigating Compensation Transparency in Anesthesia Recruiting: A Recruiters Perspective

My name is Steven Woods and I am a Certified Physician and Provider Recruitment Professional (CPPRP) and anesthesia recruiting leader with 20 years of experience. I spent several of those years recruiting for the United States Air Force, and for the past seven years, I’ve specialized in anesthesia recruiting. I’ve had the privilege of working for two of the largest single-specialty practice groups in the country, and today, I recruit mainly for anesthesia locum tenens roles. 

The views expressed in this article are mine and may not reflect those of my former or current employers or colleagues in the anesthesia recruiting space. 

The Compensation Debate: Transparency vs. Discretion

A common question I receive from candidates concerns the lack of compensation transparency in job postings. It’s a valid concern and one that deserves attention.

Research shows that job postings with compensation details tend to get more views and clicks than those without. Patrick Flaherty, Founder of BagMask.com, shared, “When we created our career site and job board for anesthesia professionals several years ago, we noticed a significant contrast between postings with compensation details and those without. We concluded that job postings that have the compensation details listed get more views and clicks. We urge our clients to list compensation details in their postings.” Now, this provides a compelling argument for listing salary upfront. However, despite this data, I prefer to leave the compensation out of my job postings, and here’s why.

Why I Don’t Post Compensation Details

Many of the positions I recruit for span multiple states and municipalities. Some of our clients may be collocated in a city with a hospital or healthcare system we may or may not contract with. Since locum roles often come with higher compensation than full-time W-2 positions, per diem W-2 staff, or 1099 independent contractors, I am mindful of our clients, our clients’ local competitors, and their employees. The last thing I want to do is disrupt the local market, as posting rates can cause confusion or even stir unnecessary competition among clinicians, significantly when employment types and pay rates vary.

Another challenge with posting compensation is that candidates often want to hold me to the rates I share. I work with many clinicians, from those about to complete residency training or anesthesia programs to highly experienced clinicians with specialized skills. By listing rates, I risk setting unrealistic expectations about what candidates should earn based on the job posting — when an individual’s experience and flexibility should dictate the best possible rate.

While I’m always working to secure the highest rate possible for a candidate, it’s crucial that I first have a conversation with them. I need to understand their experience, skills, and willingness to accommodate the full scope of the job. 

For example, a position requiring general, orthopedic, vascular, thoracic, trauma, and pediatric cases, along with call expectations and a less desirable location, would justify a higher salary than one where the candidate prefers no call and only a few monthly shifts. If candidates are not open to all aspects of the job, they may not qualify for the highest rate, and ultimately, the decision on compensation lies with the hiring manager and not me. 

I respect clinicians’ expertise and the value they bring to providing anesthesia care. My approach is to let clinicians define their compensation expectations rather than imposing terms on them. I encourage candidates to share what motivates them from a compensation perspective. If they request a rate that is $50 higher than previously approved presentations, I assess whether I can secure that rate with the client.

While I may know that the client would accept $50 less based on past approvals, it’s equally possible they would agree to $50 more for a clinician with more experience or broader availability. My goal is to advocate for clinicians while providing transparent guidance to clients and clinicians about the realities of the local market.

 The Issue with “Rate Shoppers”

Another reason I avoid posting salaries is to deter “rate shoppers.” These individuals are solely interested in finding the pay rate and using it as leverage for negotiating with other agencies or employers. While I understand the importance of fair compensation, rate shoppers are typically not genuinely interested in the position. Their focus is entirely on the numbers, not the job itself. Rate shoppers’ approach undermines the staffing process and does not help recruiters fulfill the client’s need for qualified, engaged clinicians.

The Two Types of Inquiries I Receive

When I post a job, I generally receive two types of inquiries. The first is the type of inquiry I’m always happy to respond to; the second type often raises skepticism.

The first type comes from candidates who express interest in the position. They will share some background about themselves, including what they do and don’t do, and clarify what they’re looking for in a job. For instance, they will typically share their name and contact information, including their experience in handling specific types of cases, their preferred work schedule, and their most important considerations, demonstrating the candidate’s genuine interest in the role. This type of inquiry answers most of the questions I would typically ask. At this point, I’m more than happy to discuss compensation because it’s clear that the candidate is invested in the opportunity.

The second type of inquiry feels more transactional, with candidates asking, “What’s the rate for this position?” or “Tell me about the pay.” These inquiries are often from anonymous individuals and lack personalization, making me approach them skeptically. I suggest a phone call or a more in-depth conversation to better understand their background and interests. More often than not, however, the candidate insists on just receiving the rate and refuses to engage further. This back-and-forth rarely leads anywhere productive.

I’m most eager to work with candidates who show genuine interest in the position, explaining why they’re excited about the opportunity, their skills, and their willingness to take on the required cases. They understand that compensation is part of a broader conversation that includes their experience, the facility’s needs, and the current market conditions. I’m happy to advocate for them to secure the best possible pay within this context.

Understanding the Broader Context

I understand that clinicians, particularly anesthesiologists, CRNAs, and CAAs, are in high demand and often able to command higher salaries. With many open positions, compensation should reflect the clinician’s experience and the facility’s needs. Many hospitals and healthcare organizations operate under tight margins, given that insurance companies are capping how much they will pay for anesthesia services. The shrinking profit margins and increased salary demand create a problematic dynamic for attracting top talent.

In addition, there has been a shift in the employment preferences of anesthesia providers. Many are moving away from traditional W-2 models in favor of more flexible, higher-paying options. While I respect and understand this shift, both recruiters and clinicians must have a mutual understanding. By understanding a candidate’s interests, availability, and salary expectations, recruiters can better match candidates with mutually beneficial job opportunities — not just the highest-paying job but the right fit for both parties.

Final Thoughts

While compensation is a critical factor in any job search, it’s not the only factor. A good job match goes beyond salary; it’s about finding the right fit between the clinician’s skills and the facility’s needs. As a recruiter, I aim to connect the right candidate with the right opportunity, ensuring that both the candidate and the facility are satisfied with the outcome.

The key to success is communication. When clinicians are open about their expectations and recruiters take the time to understand their needs, we can create lasting, fulfilling placements that benefit everyone involved. This approach has been instrumental in my success as a recruiting professional, allowing me to advocate for the clinicians who trust me.

If anyone reading this is interested in learning more about anesthesia locum opportunities, I am always looking to connect. Clinicians can find me on Instagram @anesthesiatalentseeker or via www.linkedin.com/in/stevenbwoods on LinkedIn.