CRNA Salary 2025: Advertised W-2 Pay by State (Q4)

Advertised W-2 salaries for Certified Registered Nurse Anesthetists (CRNAs) remained highly competitive during Q4 2025. The highest state average in this report is $354,643, and eight states show advertised averages above $300,000.

This report is based on annual salary figures published in CRNA job postings. It is not a salary survey or an estimate of what every CRNA earns. It is a practical view of the compensation employers chose to advertise during the reporting period.

Advertised salary is only part of a CRNA's total compensation. Call pay, overtime, extra shifts, bonuses, retirement contributions, and other incentives may increase total earnings. Candidates should compare the complete compensation package rather than relying on the advertised salary alone.

Q4 2025 Advertised CRNA Salary Data

The source table reports an average advertised salary for all 50 states. It does not publish state-level minimums or maximums for this quarter.

For each posting, the midpoint of the advertised minimum and maximum salary contributes to the state average. The source publication reports only the resulting state averages, so this article does not infer or reconstruct missing state-level bounds.

Key Trends in Q4 2025 CRNA Advertised Salaries

1. New Mexico Leads Reported State Averages

New Mexico has the highest advertised average at $354,643, followed closely by California at $351,429. Alaska ranks next at $345,000, with North Dakota at $328,750 and Oregon at $320,156.

These figures reflect the positions advertised during the reporting period, not guaranteed statewide pay levels. The source publication does not provide posting counts by state, so differences in sample size should be considered when comparing averages.

2. Eight States Average More Than $300,000

In addition to the five leading states, Oklahoma averages $316,667, Iowa averages $302,000, and Arizona averages $300,833.

Higher advertised averages may reflect recruitment difficulty, rural or semi-rural locations, greater clinical responsibility, demanding schedules, or a limited number of disclosed postings. Candidates should compare individual job requirements before treating a statewide average as a compensation target.

3. Lower Averages Still Require Job-by-Job Context

The lowest reported averages are Alabama at $220,789, Wisconsin at $226,923, South Carolina at $230,000, and Tennessee at $233,667.

A lower advertised average does not necessarily mean weaker total compensation. Predictable hours, limited call, retirement contributions, health benefits, paid time off, and lower living costs can materially affect the overall value of an offer.

4. Salary Transparency Affects the Snapshot

The source report notes that salary transparency varies by employer and that some states have fewer publicly disclosed listings. As a result, certain averages may skew higher or lower than a more complete dataset would show.

The figures should be used as observed advertised-pay benchmarks rather than definitive statewide earnings estimates.

What CRNAs Should Compare Beyond Salary

Advertised base salary is only one part of a CRNA job offer. Candidates should also compare:

• Call requirements and callback compensation
• Case mix, acuity, and specialized team responsibilities
• Clinical hours, overtime terms, and additional shift rates
• Practice model, staffing structure, and supervision requirements
• Paid time off, health benefits, and retirement contributions
• Sign-on bonuses, retention incentives, and relocation assistance
• Continuing medical education allowances
• Malpractice coverage, including whether tail coverage is provided
• Cost of living and state tax differences

A higher salary may reflect a more demanding schedule or a difficult recruiting environment. Review the complete compensation package and working conditions before deciding which opportunity provides the strongest overall value.

How to Read This Report

The source publication states that it captured each posting's advertised minimum and maximum annual salary, calculated the midpoint for that listing, and averaged posting midpoints within each state. The article preserves the 50 published state averages.

The source does not provide state-level posting counts, minimums, or maximums. A high or low state average should therefore be interpreted as a summary of the observed postings, not a definitive estimate of statewide earnings. The District of Columbia does not appear in the source table.

This report focuses on advertised W-2 salary. Call pay, overtime, extra shifts, bonuses, and other incentives may not be captured consistently. Confirm the guaranteed base salary and the conditions attached to any advertised compensation directly with the employer.

Find Your Next CRNA Opportunity

Use this report as a starting point for comparing advertised pay and preparing questions for employers and recruiters.

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