Anesthesiologist, Children's Hospitals
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Hiring an anesthesiologist for a children’s hospital starts with matching pediatric case experience to your operating rooms, procedural areas, and call duties.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
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What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
A children’s hospital search needs more than a physician who occasionally anesthetizes children. You need to define patient ages, surgical services, off-site assignments, and overnight responsibilities. We screen for that match through credentials, work history, and specific case discussions. You complete your own credentialing and clinical assessment before granting privileges.
Identify which pediatric services need coverage from this hire rather than another subspecialist. Will this physician cover general pediatric surgery, neonatal cases, cardiac procedures, or a mixed schedule? Ask which cases require separate privileges or fellowship preparation at your hospital.
Next, map the care team across a shift. A physician supervising CRNAs needs a clear account of room assignments, supervision ratios, relief coverage, and escalation routes. If an urgent add-on arrives during scheduled cases, who changes assignments? We ask candidates how their previous teams handled that decision and what responsibility they personally carried.
What do we check before you see anyone?
Medical license and privileges: Does the physician hold a current license for your state, or need one before starting? Ask which pediatric privileges they currently hold. Compare those privileges with your proposed assignment, including procedural locations outside the operating room.
- ABA certification and fellowship: What is the candidate’s American Board of Anesthesiology certification status? Verify fellowship training in pediatrics, cardiac anesthesia, regional anesthesia, or pain where relevant. Separate your hospital’s credentialing criteria from preferred training; a preferred fellowship is not a universal legal mandate.
- Recent pediatric case mix: Which ages and procedures have they covered recently? Ask for a clear account of neonatal exposure, medically fragile children, and routine pediatric cases. Useful answers distinguish personal responsibility from observation, supervision, or work completed during training.
- Care team practice: What CRNA supervision ratio did their last assignment use, and how were rooms distributed? Ask how they handled simultaneous requests for physician attendance. Look for specific communication and coverage decisions rather than a general claim of comfort with supervision.
- Call and handoffs: Was call in-house or from home, and what happened after an overnight case? Ask about weekend coverage, backup access, and transfers of responsibility. Compare those answers with your roster, not just the candidate’s willingness to take call.
- Family communication and procedural coverage: How did they explain the anesthesia plan to a parent while working with the child’s developmental needs? Ask how they coordinated with nursing and procedural teams when a case moved outside the operating room.
Where do we find them, and why would they move?
We source from independent and national anesthesia groups, academic departments, fellowship programs, and ASC anesthesia providers. Each background needs a different conversation. An academic physician may bring pediatric subspecialty work but expect teaching time. A fellow needs discussion of supervised training and the work they would undertake after graduation.
An ASC physician may have substantial pediatric experience, but the ages, procedures, and available backup can differ from hospital work. We ask about those differences. Physicians may consider a move for a different call pattern, more pediatric cases, teaching opportunities, or clearer subspecialty assignments.
Which mistakes stall the search?
A common mistake is treating all pediatric exposure as equivalent. Occasional healthy-child cases do not establish experience with neonatal surgery or your hospital’s cardiac service. Another is advertising call without explaining backup and post-call arrangements. Candidates cannot judge the assignment accurately when overnight responsibilities remain undefined.
Combining operating room, pain, and cardiac duties under one vague description. Separate each service and identify the training and privileges your hospital expects.
How would we run the search for this opening?
Send us your patient ages, surgical services, procedural sites, care team model, and call structure. We review credentials and employment history, then ask candidates about cases, supervision, and call decisions. Have your clinical leaders assess scope and proposed privileges. Identify duties that every hire must cover and those shared among subspecialists.
Define the assignment
Include teaching obligations if they affect the weekly schedule.
Test the match
We discuss gaps against your assignment before presenting a physician, so your interview can examine the clinical and operational questions that remain.
Review before offering
Confirm license status, references, call expectations, and start-date dependencies. Put service assignments in writing before the physician accepts, especially when several departments share anesthesia coverage.
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Should pediatric fellowship be mandatory for this assignment?
Use your case mix and credentialing criteria to decide. We can screen for pediatric fellowship while separately examining cardiac, regional, or pain training relevant to the duties. Pediatric fellowship experience does not automatically establish a fit for congenital cardiac work, regional anesthesia, or a pain service.
Can an ASC anesthesiologist fit a children’s hospital role?
Possibly, but compare patient ages, case types, and backup arrangements. Ask what recent hospital-based work supports the proposed privileges.
How should we assess congenital cardiac coverage?
Describe the cardiac cases and responsibilities explicitly. Your clinical team should assess relevant fellowship training, recent experience, and suitability for the requested privileges.
What should we disclose about CRNA supervision?
State the expected ratio, room distribution, and physician attendance duties. Explain how coverage changes during breaks, urgent cases, and overnight work.
Should fellows be interviewed before training ends?
Yes, if your anticipated start allows training completion and credentialing. Discuss their supervised experience, expected graduation, and available clinical support after arrival.
What should you send us about this role?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
Share your pediatric services, care team structure, and call roster with Healthcare Headhunters. We will use those details to frame the search.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.