CRNAs in the US earn a median of $236,590 a year in base pay. The middle half earn between $206,730 and $294,350, and the top 10% earn more than $339,500 (BLS OEWS May 2025). To negotiate, aim for the part of that range that matches your experience — with 3–5 years, for example, $237,000 to $294,000 — and open slightly above it.
How much do CRNAs make?
| Percentile | Annual base pay |
|---|---|
| 10th | $155,250 |
| 25th | $206,730 |
| Median | $236,590 |
| 75th | $294,350 |
| 90th | $339,500 |
Source: U.S. Bureau of Labor Statistics, OEWS May 2025 — Nurse Anesthetists, national, about 51,840 jobs. BLS figures are base pay including commissions and production bonuses; they exclude year-end bonuses, stock, overtime and benefits.
Where CRNAs earn the most
| State | Median | 75th percentile |
|---|---|---|
| Alaska | $341,210 | $366,160 |
| New York | $321,030 | $325,210 |
| Massachusetts | $295,550 | $356,000 |
| California | $292,410 | $315,990 |
| New Jersey | $291,350 | $311,830 |
Pay also differs within a state — big metro areas often pay more. Use your state's numbers when you set your target.
What should you ask for as a CRNA?
| Experience | Suggested target range | Open with about |
|---|---|---|
| 0–2 years | $207,000–$237,000 | $249,000 |
| 3–5 years | $237,000–$294,000 | $309,000 |
| 6–10 years | $260,000–$309,000 | $324,000 |
| 10+ years | $294,000–$340,000 | $357,000 |
The ranges follow national percentiles by experience (25th–50th, 50th–75th, 60th–80th, 75th–90th); the opening number is the top of the range plus about 5%, rounded. Guidance, not a guarantee — check your state and experience, and see how to negotiate salary.
What drives CRNA pay?
Certified registered nurse anesthetists (CRNAs) give anesthesia before, during and after surgery and procedures. Pay depends heavily on the practice model — hospital employee, anesthesia group, or independent contractor — and on call duties, case mix and whether you work alone or with anesthesiologists.
- Practice model: hospital staff roles, anesthesia groups and 1099 contracts are priced very differently.
- Call and overtime: how often you take call, and whether call is paid separately.
- Scope: independent practice settings versus anesthesia care team models.
- Case mix: cardiac, OB, pediatric or trauma cases and the certifications they require.
Your leverage as a CRNA
- Coverage you make possible: rooms, locations or shifts the employer can staff because you're there.
- Specialty experience such as cardiac, obstetric or pediatric anesthesia.
- Willingness to take call, cover rural sites or start quickly.
- A clean record of independent practice where the setting allows it.
- Teaching or precepting student registered nurse anesthetists.
Only use leverage you really have. Never invent a competing offer.
CRNA objections and how to answer
| They say | You can say |
|---|---|
| “Our call pay is already built into the base.” | “Can you show me how many call shifts that assumes? I'd like call above that number paid separately.” |
| “Locum rates aren't comparable to staff pay.” | “Understood. I'm comparing total value — base, call, PTO and CME — not just the hourly rate.” |
| “Everyone in the group starts at the same step.” | “Then could we look at my starting step, the sign-on bonus, or a shorter path to partnership?” |
| “We'll pay for your CME instead.” | “That's helpful. I'd like CME on top of base, and the base at [number].” |
Sample counter offer for a CRNA
Thank you — I'm excited about joining the team. Given my [number] years in [specialty] cases and my availability for call, I'm asking for a base of [number], plus call paid at [rate] above [number] shifts a month. The national median for nurse anesthetists is $236,590, and my experience puts me above it.
Then stop talking and let them respond.
Asking for a raise as a CRNA
CRNA raises are often tied to group contracts or hospital scales. Ask when the contract renews and what goes into the next one; bring your case volume, call coverage and any new certifications.