Hiring in Aviation

• Flight operations

  Chief pilots · Ops managers · Crew scheduling

• Engineering & MRO

  Licensed engineers (B1/B2) · MRO managers · Continuing airworthiness

• Ground ops & airports

  Airport ops managers · Turnaround managers · Ground handling directors

• Commercial

  Route planning · Revenue management · Cargo commercial

• Operator distinction

  Airlines, airports, MRO and ANSPs reward different signal — separated in scoring.

• Regulatory context

  EASA, FAA, CAA and ICAO frameworks captured with named audit history.

• Ops vs commercial

  Flight ops, ground ops, engineering and commercial captured distinctly.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For aviation, these are the signals that carry weight:

• Operator-type rubric
• Regulatory framework captured
• Function-specific scoring

• Part 66 licences
• IATA qualifications

• Part 145 / Part M / Part 21
• SMS ownership

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.