10 Tips for Posting a Winning Pilot Job


BizJetJobs.com compiled these 10 tips based on employers who consistently hire pilots using our service. Corporate culture is a growing reason pilots choose one job over another. While salary is always going to be top-of-mind, most pilots want to work at a company that is supportive, motivational, and team-oriented. Pilots want a great work environment, a good schedule, and opportunities to grow. Read on for helpful tips about posting a winning job and finding the “best fit” pilot for your organization on BizJetJobs.com.


Gone is the “you should be grateful to work here” paradigm.

It has been replaced with a more employee-centric approach, focused on “why should employees work (or keep working) for you?” Your ability as an employer to find, develop, and retain the best people is the single greatest factor in determining your success. We at BizJetJobs have seen a shift in our successful aviation employer job posts: from job posts that are all about the requirements to posts that include benefits to the pilot.

10 tips to find a pilot with a compelling job post.

Job requirements and qualifications are just the first step in crafting a great job post. Here are other elements to keep in mind to make sure you find that great-fit pilot.

1. Set clear expectations. The aviation industry is notoriously tight-knit, especially in corporate circles. The more concrete details you can include in your job post, the more pilots will talk about it and the more traction you will get. Include potential deal-breakers like demanding schedule or last-minute flying. If you want to find successful people, start by defining what success in that role looks like. This will both create a memorable job post and help you get your ideal candidate more quickly. Setting clear expectations and including concrete details about the job from the beginning means you’ll get a better fit in the end.

2. Reconsider compensation.  If you know you can offer competitive compensation, say so. Jobs that include pay or salary range information are shared ten times more often that jobs that don’t. But if you’re having trouble filling a position, it may be less about the money, more about what you are offering to the pilots.

3. Location, location, location. Pilots are unique in their ability and willingness to relocate. Explain why they would want to live in your location, and convince them it’s a great idea. Tell them where they can expect to fly, and where your company typically flies.

4. What’s the workweek like? Concise, clear verbiage like “10 days hard work per month,” “average workweek is 5 nights per week,” or “average flight time is 400 hours per year per pilot” helps set expectations right away, and will help you find the right pilot.

5. What’s in your hangar? Letting prospective pilots know what other aircraft are in your hangar besides the one with an open seat can be key, especially if you have some that are preferable for pilots. If your aircraft are new, say so. Among pilots, there is a demand to fly certain types of aircraft and maintain currency in them. If the pilot position you need to fill is in a “less-than-sexy” aircraft, consider the other jets you fly. If you have multiple types of aircraft in your hangar, offer the opportunity for the pilot you hire to fly other jets and get dual type ratings.

6. Safety counts. Pilots want to be safe, too. Job posts that mention a track record of safety or that safety is a priority are reassuring.

7. Have a long history of stable employment? In the corporate aviation world, acquisitions and changes in flight departments are a reality – and pilots know it. If you can, alleviate that worry by telling them how long you’ve been around and average tenure of your pilots.

8. Benefits. Health benefits is a no-brainer, but make sure you mention lodging and per-diem, too.

8. How structured is your flight department? If your flight department requires structure, make that known in your job post. Some pilots excel in a structured environment where they know exactly what’s required of them. Recently retired military pilots often prefer this type of environment. Other flight departments are unstructured, and need pilots who have the flexibility to accommodate diverse needs, schedules and clientele demands. Touching on your needs as an employer will help you find a better fit.

10. Describe your company & your team. What will candidates love about this job? What do employees say they love about your company? What can you tell us about your team? Are they a fun group to work with? Showing you know what pilots care about tells them they will be in good hands as an employee.

It’s easy to leave a job, but it’s hard to leave colleagues that feel like family, a company and a cause you believe in, and a team that’s counting on you. When times get tough, the company with the clearly defined set of values and a great corporate culture have something that is unique and reasons for its best pilots to stay.

Need to find a pilot today? Have a hard-to-fill position and need help finding the right candidate?

Employers, register here to search our qualified Pilots by Type Rating / Aircraft, find Contract / Part Time Pilots or search Pilots by Location Worldwide on BizJetJobs.com, home of the most qualified and current corporate pilots ready to work now.

Finding a balance between informational and engaging information can be a challenge. Call BizJetJobs.com to speak with a Corporate Aviation Staffing Specialist and ask for help fleshing out your job post. Our large pool of qualified aviation professionals can fill temporary and permanent aviation positions. You want a crew member who is trained and skilled on your aircraft, has the right certifications and fits within your corporate flight department culture. Let us help you craft that winning job post, and find a pilot today!