How to hire an anesthesiologist and critical care

How to hire an anesthesiologist and critical care, step by step

Here's a step-by-step anesthesiologist and critical care hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an anesthesiologist and critical care job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new anesthesiologist and critical care
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the anesthesiologist and critical care you need to hire. Certain anesthesiologist and critical care roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An anesthesiologist and critical care's background is also an important factor in determining whether they'll be a good fit for the position. For example, anesthesiologists and critical care from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of anesthesiologists and critical care.

   Type of Anesthesiologist And Critical Care	Description	Hourly rate
   Anesthesiologist And Critical Care	Physicians and surgeons diagnose and treat injuries or illnesses. Physicians examine patients; take medical histories; prescribe medications; and order, perform, and interpret diagnostic tests... Show more	$22-333
   Anesthetist	An anesthetist is a medical professional, often a registered nurse, who specializes in administering anesthesia to patients. Among their responsibilities include communicating with patients to discuss the effects of anesthetics and extent of operations, inspecting the patient's medical history for any allergies, determining and preparing the appropriate dosage of anesthetics, and monitoring the patient's vital signs and progress before, after, and during the procedures... Show more	$12-78
   Anesthesiologist/Physician	An anesthesiologist/physician specializes in general anesthesia care and service. Their responsibilities typically include coordinating with nurses and medical staff, identifying the needs of patients and looking out for allergies and any potential health risks, determining and administering the right dosage of anesthetics, and monitoring the vital signs of patients... Show more	$50-206

   Show more

2. Create an ideal candidate profile

   Common skills:

   • ICU
   • Medical Care
   • Acls
   • Diagnostic Tests
   • Life Support

   Responsibilities:

   • Monitor patients before, during, and after anesthesia and counteract adverse reactions or complications as necessary.
   • Moderate amount of ultrasound-guid regional anesthesia; currently undergoing regional- relate CME.

3. Make a budget

   Including a salary range in your anesthesiologist and critical care job description is a great way to entice the best and brightest candidates. An anesthesiologist and critical care salary can vary based on several factors:

   • Location. For example, anesthesiologists and critical care' average salary in hawaii is 53% less than in alaska.
   • Seniority. Entry-level anesthesiologists and critical care earn 93% less than senior-level anesthesiologists and critical care.
   • Certifications. An anesthesiologist and critical care with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an anesthesiologist and critical care's salary.

   Average anesthesiologist and critical care salary

   $181,517yearly

   $87.27 hourly rate

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   Entry-level anesthesiologist and critical care salary

   $47,000 yearly salary

   Updated December 13, 2025

4. Writing an anesthesiologist and critical care job description

   An anesthesiologist and critical care job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an anesthesiologist and critical care job description:

   Anesthesiologist and critical care job description example

   Critical Care Float Pool Registered Nurse
   
   We seek an experienced RN with a passion for care, a drive for clinical excellence, a reputation for being a standout colleague. Gain career-enhancing experiences collaborating with our multidisciplinary teams, who value and recognize your talents in providing patient-centered care for all of our patients. Team members work as part of our contingent workforce, providing care in our hospitals.
   
   Highlights:
   
   Thrice recognized as Magnet Status Hospital!
   Growth Opportunities defined by our Clinical Ladder.
   Generous PTO, Competitive pay with shift differentials & Robust Benefits Package.
   Flexible self-scheduling.
   
   Christiana Care Health System, a Magnet -designated health care organization, is seeking hospital-based nurses to join our Float Pool Team in Newark and Wilmington, Delaware. Critical Care Float Pool positions currently being offered are 72 hours per pay/Full Time Flex. Possible shifts could be 8s, 10s or 12 hour shifts on Day, Evening and Midnight schedules. Float to the following areas: Cardiovascular Critical Care Complex, Neuro ICU, Surgical Critical Care Complex, Medical ICU and Wilmington ICU, with occasional coverage of step down or progressive units.
   
   The successful candidate should have the following:
   
   BSN or commitment to obtaining BSN within three years of date of hire.
   Two years of ICU experience is required
   BLS required
   ACLS within 6 months of hire
   
   Christiana Care offers remarkable resources and phenomenal benefits to support our nurses and their careers. As one of the area's most respected health systems, we know just how vital the nurse's role is in maintaining the level of sophisticated care we're known for. Here, nursing is a centerpiece of the care continuum, valued by physicians and hospital management alike.
   
   Bonus: A successful candidate may be eligible for a $10,000 Sign On Bonus paid out over one year.
   
   EEO Statement: Christiana Care Health System is an equal opportunity employer, firmly committed to prohibiting discrimination, whose staff is reflective of its community, and considers qualified applicants for open positions without regard to race, color, sex, religion, national origin, sexual orientation, genetic information, gender identity or expression, age, veteran status, disability, pregnancy, citizenship status, or any other characteristic protected under applicable federal, state, or local law.
   
   UPDATE: ChristianaCare is committed to prioritizing the health and safety of our patients and caregivers. As we continue to meet the needs of our caregivers and our community through the COVID-19 pandemic, our commitment to health and safety requires that we take new steps to ensure a safe environment for medical care for our patients and a workplace that avoids preventable harm for our caregivers. For this reason, vaccination for COVID-19 is required for all caregivers at ChristianaCare and is considered a safety standard that is job-related and consistent with business necessity for all caregivers.

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5. Post your job

   To find the right anesthesiologist and critical care for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with anesthesiologists and critical care they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit anesthesiologists and critical care who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your anesthesiologist and critical care job on Zippia to find and attract quality anesthesiologist and critical care candidates.
   • Use niche websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit anesthesiologists and critical care, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new anesthesiologist and critical care

   Once you've decided on a perfect anesthesiologist and critical care candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new anesthesiologist and critical care. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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