Built by a CRNA who got tired of being burned.

Sixteen years of anesthesia. Trauma centers, ASCs, rural hospitals, endoscopy suites. Independent practice and care team models. I've done the work — and I've been burned by the recruiting process like everyone else.

When I decided to go 1099, I thought the hard part was behind me. I was wrong. What followed was CV ownership games, rates that didn't reflect my value, recruiters who couldn't answer a clinical question, and a process that felt designed to benefit everyone except the CRNA.

I tried to negotiate direct contracts. I hit walls. I watched facilities struggle to fill roles while experienced CRNAs sat frustrated on the sidelines. The gap between the two sides wasn't clinical — it was a broken recruiting system.

So my husband — also a CRNA — and I sat down and asked a simple question: what would this look like if it was built for the CRNA first?

That question became AVEVA CRNA. A firm where your recruiter has actually stood where you're standing. Where you know the rate, the facility, and the expectations before you ever say yes. Where no one owns your CV, and no one disappears after the contract is signed.

I practice part time and recruit the rest. Not because I have to — because staying in the OR keeps me honest. It means I know what "a good fit" actually looks like on the floor, not just on paper.

We built AVEVA for CRNAs who are done settling, and for facilities who are done receiving the wrong candidate three months after they needed them. This is what it looks like when the recruiter has skin in the game.