Bridging Generations in the Anesthesia Workplace

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The Certified Registered Nurse Anesthetist workforce in the United States spans a wide range of experience levels. Today’s operating rooms include both new graduates eager to grow quickly and mid-career professionals seeking sustainability and leadership. Each group brings unique strengths and needs. To build stable anesthesia teams, healthcare employers must recognize and support the full career arc; from first-year practitioners to seasoned clinicians.

Failing to meet the needs of both groups leads to high turnover, staffing gaps, and increased reliance on locum coverage. But organizations that proactively invest in tailored benefits, growth paths, and culture for every generation of CRNAs create more loyal teams and deliver more consistent patient care.

What Early-Career CRNAs Are Looking For

New-to-practice CRNAs, typically within their first five years in the field, often prioritize skill development, structured support, and predictable schedules. They value access to a diverse case mix that allows them to apply their education in real-world settings. Mentorship programs are particularly important during this phase, giving them feedback, clinical guidance, and reassurance.

These clinicians also place a high value on mental health resources and work-life balance. Four-day work weeks, paid continuing education, and early exposure to autonomy in a supportive environment can have a lasting impact. They are building both confidence and professional identity, and thoughtful onboarding can shape their long-term career satisfaction.

What Mid-Career CRNAs Value Most

CRNAs with six to fifteen years or more of experience are often in a different stage of life and practice. They have developed clinical mastery and are looking for roles that offer meaning, stability, and opportunities to lead. Many are interested in subspecialty tracks, education roles, or participating in quality assurance initiatives. Flexibility becomes a top priority, especially for those managing family obligations or planning for long-term career sustainability.

These providers are often ready to step into leadership positions, including serving as lead CRNAs or directors of anesthesia. They seek input in clinical operations, influence in staffing models, and meaningful opportunities to mentor the next generation.

Why It Matters for Retention and Team Stability

Replacing a mid-career CRNA is expensive. Recruiting, onboarding, and using locum tenens to fill the gap can cost tens of thousands of dollars. Meanwhile, underinvesting in early-career providers risks losing talent just as it begins to take root.

Retention pays off when organizations recognize that different career stages require different types of support. New graduates benefit from strong mentorship and structured learning, while experienced CRNAs thrive when trusted with autonomy and included in decision-making. A culture that adapts to both ends of the experience spectrum can significantly reduce turnover and improve team morale.

Flexible Models Support Diverse Career Needs

Facilities in states like Washington, where opt-out regulations permit CRNA-only rooms, are well positioned to build teams that flex with experience levels. For example, new graduates may cover routine cases with light oversight, while more experienced CRNAs take on complex cases or serve as mentors. Anesthesiologists can focus on consultative roles and higher-acuity care. These hybrid models allow everyone to practice at the top of their license.

This approach creates an ecosystem where clinicians can grow without needing to change jobs. It also maximizes efficiency, lowers staffing costs, and improves OR throughput.

How Advanced Anesthesia Services Builds a Multi-Generational Team

At Advanced Anesthesia Services, we design our culture and infrastructure to meet CRNAs where they are in their careers.

When needed, we pair new graduates with senior CRNAs for a full year of structured feedback and specialty exposure. This helps early-career providers gain confidence while developing advanced clinical skills.

We offer flexible scheduling options including four-day workweeks for early-career CRNAs or weekend-light tracks for mid-career providers who want more balance without leaving the profession.

We also prioritize well-being. Our team benefits from mental health resources from our sister-company; Northwest Healing & Wellness.

A Workplace That Grows With You

The best anesthesia teams are built with intention. By understanding the needs of both early and mid-career CRNAs, and designing systems that support their growth, we are able to build a more stable and collaborative workplace.

If you are fresh out of school and looking for mentorship, or a seasoned professional ready to shape your next chapter, we would love to meet you. Advanced Anesthesia Services is growing across Washington and committed to being the kind of workplace that grows with you.

When surgery centers can’t find anesthesiologists, their operating rooms sit empty. We change that by delivering reliable anesthesia services to keep things moving. It leads to better patient care and no lost revenue.
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Thomas Nigro, Jr., Chief CRNA

Tom is a driven individual and supportive teammate. He received a Bachelor of Science degree in Biology from John Carroll University before completing his nursing training, Masters of Science, and Doctor of Nursing Practice degree from DePaul University. Tom’s CRNA training was through NorthShore University Health System School of Nurse Anesthesia. During his time at NorthShore he researched the topic of Substance Use Disorder and his work has subsequently been published. Tom recognizes that each person is unique. His careful examination of patient needs, and willingness to utilize progressive anesthesia practices provide for an individualized and excellent perioperative experience.
Christine Wilcock, Financial Officer

Christine Wilcock

Christine oversees the accounting and business development aspects of Advanced Anesthesia Services. She earned her accounting degree in 2010 and is experienced in all areas of medical accounting and billing. She is dedicated to our customers, ensuring the high-quality care our patients receive in the operating room continues through the billing and insurance payment process. Christine lives in Snoqualmie, Washington and has three children.
Allyn Wilcock, CEO

Allyn Wilcock

Allyn is the owner and oversees clinical operations at Advanced Anesthesia Services as well as Northwest Ketamine Clinics. He has worked in healthcare for over 20 years and earned his Master’s degree and anesthesia training from Texas Wesleyan University in 2004. He is experienced in all types of anesthesia. He is passionate about providing the best patient experience for all patients AAS serves. He was voted top CRNA in Washington State 2013, 2018, 2019, 2020 and 2023. Allyn lives with his wife and children in Snoqualmie, Washington.