United Airlines Hiring Update

We are hiring!


United Airlines continues to fill classes with a combination of pilots recalled from furlough and new hire pilots.  We will continue to screen applicants for placement in a pool awaiting future class dates.



Pilot Hiring FAQ – October, 2014


Is United planning to hire in 2014 and 2015?

Yes. Hiring continues in 2014 and in to 2015. Successful candidates who have been placed in our hiring pool are offered class dates in order of their chronological placement in the pool.


Does United still have pilots on furlough?

No.  United Airlines has recalled all pilots who were furloughed in 2008 and 2009.  Some furloughed pilots have elected to bypass their recall opportunity but retain the right to return to available positions for up to 10 years from their date of furlough.


What aircraft and bases can new hires expect?

Vacancies for our new-hire pilots are created when there are an insufficient number of active United pilots to fill the available vacancies.  In 2014, most of our new-hire pilots were assigned to the B737, A320, and B757/B767 in EWR.  Our other pilot bases include IAH, LAX, SFO, SEA, DEN, ORD, IAD, CLE, and Guam.


Could a new-hire get assigned to Guam?

Yes. Our Pacific operation is a critical element of our global network. Pilots staffed in Guam have a unique opportunity to fly throughout Micronesia and Asia.  This is a B737 base only and right now is staffed with only volunteers.


Where do I apply for a position at United?

We are using AirlineApps.com as our application portal.  www.airlineapps.com


How often do I need to keep my application updated with AirlineApps.com?

It is important to keep your application updated at least once every 180 days or less.


What does the hiring process look like for the new United?

Qualified applicants are selected for screening in rank order and begin the process by an invite to take an online Job Fit Assessment.   Applicants who continue to meet the desired criteria following the assessment are invited to participate in a Skills Assessment and a panel interview at our Flight Training Center located in Denver, Colorado.


How much hiring are you planning to do?

Hiring needs are derived by looking at a combination of factors including retirements, furlough bypass and leave returns, flying levels, and available training capacity.  United will continue to replace pilots who are retiring and we attempt to maintain a sufficient number of successful applicants in a hiring pool to meet our short-term staffing needs.  We expect the need to be in excess of 400 new pilots in 2014 and probably around 800 in 2015.  The number of interviews we conduct in 2014 and 2015 is dependent on the size of our pool of successful candidates, manpower projections and the number of pilots who return to United from leave. 


How will my seniority work if I am hired?

A new-hire pilot will be placed on the system seniority list junior to all active pilots.  Any recalled United pilot who opts to return from bypass status (see 2nd question above) and is placed in training with new-hire pilots will exercise their system seniority in choice of base and aircraft.   Remaining base and aircraft assignments in each new-hire class are available to new-hire pilots.


What do retirements look like at United?

United will retire approximately 2,000 pilots in the next five years, over 4,000 pilots in the next ten, and nearly its entire seniority list in the next twenty years.


What are minimum qualifications?

Applicants must possess an unrestricted FAA ATP certificate, including 1000 hours of fixed-wing turbine time.  A college degree is preferred as is additional experience and attributes that are of value to United.  Please see United.jobs or AirlineApps.com for more detail.


Why should I consider United Airlines?

United is the world’s leading airline and is focused on being the airline customers want to fly, the airline employees want to work for and the airline shareholders want to invest in.

Highlights of United Airlines include:

  • World’s most comprehensive global route network, including world-class international gateways to Asia and Australia, Europe, Latin America, Africa and the Middle East with non-stop or one-stop service from virtually anywhere in the United States
  • A modern fleet which is the most fuel efficient (when adjusted for cabin size), and the best current aircraft order book among U.S. network carriers
  • Industry-leading loyalty program that provides more opportunities to earn and redeem miles worldwide
  • Optimal hub locations in 10 cities, including hubs in the four largest cities in the United States
  • Rated the world’s most admired airline on FORTUNE magazine’s 2012 airline-industry list of the World’s Most Admired Companies

NetworkJC 2014 - Las Vegas


Our friends at Jetcareers.com will be hosting a pilot networking event in Las Vegas on Wednesday, October 22nd.  NetworkJC offers a unique opportunity to connect with influential aviation professionals, friends and colleagues you may be able to assist using a “pay it forward” approach and is held in a casual and friendly environment that only NetworkJC can offer.

For more information about the event click on the link below.



Spirit Airlines hiring ground instructors at the DFW Job Fair. Guaranteed job after 2 year commitment.

The Manager of Ground Training at Spirit will be attending the job fair to recruit instructors.  Position is geared towards current flight instructors in a collegiate flight training program. We require a two year commitment, after which successful candidates will be offered the opportunity to transfer to the line as First Officers.

Essential Duties:

•Instruct Spirit new hire pilots in aircraft systems, performance, general subjects, and basic indoctrination under FAR 121 Training Program.

•Command training event(s) by adhering to FAA approved training curriculum and ensure pilots are trained to the highest standards.

•Develop and implement training courseware for the Spirit Flight Operations Training Department.

• Assist the Flight Ops and Training Department in researching, evaluating, and implementing new or revised training systems, policies, and procedures.

• Provide administrative and technical support for special projects as assigned by Flight Operations   Management.

Minimum Qualifications for consideration include: Excellent interpersonal skills

Manner and professional reputation that reflects positively upon Spirit Airlines

• Knowledge of aircraft systems and operating procedures.

• Proficient with MS PowerPoint, Excel and Word, with the ability to learn other computer programs efficiently.

• Excellent oral and written communication skills

• Four year college degree

• Commercial Pilot Certificate with multi-engine and instrument rating

• Meet or exceed Restricted ATP minimums

• Able to training for and successfully complete Spirit’s Initial Pilot Training Program (A320 Type Rating) 

Preferred Qualifications:

• Recent experience (2 years) as a ground and/or flight instructor, or check airman,

• Certified Flight Instructor

• A degree in aviation, education, science, or engineering.


Work Environment:

• Office/classroom / flight training devices and simulators / cockpit jumpseat

• Some travel required.

• Flexible work hours.

Allegiant Air will be attending the DFW job fair

Allegiant Air will be attending the DFW job fair on Friday, July 25th.  Partial on-site interviews will be conducted.  Below are the hiring minimums.  For more information about a pilot career at Allegiant Air visit www.allegiantair.com/careers

  • Airline Transport Pilot Certificate, Airplane Multiengine Land (AMEL).
  • 3,000 flight hours (Preferred),  (PIC time 121/135 preferred)
  • Has not reached the age 65
  • Current Second Class Medical Certificate (must have current First Class Certificate when hired).
  • Ability to read and write English.
  • Must pass a background check and five (5) year pre-employment drug screen.
  • Must have authorization to work in the U.S. as defined in the Immigrations Act of 1986.

    The System Chief Pilot may waive the time requirements contained above if the candidate has other experience that would make him/her qualified for the position.  All waivers will be in writing and will be placed in the pilot’s permanent record.

US GAO - Current and Future Availability of Airline Pilots

The U.S. GAO released a study on the "Current and Future Availability of Airline Pilots."

What GAO Found

GAO found mixed evidence regarding the extent of a shortage of airline pilots, although regional airlines have reported difficulties finding sufficient numbers of qualified pilots over the past year. Specifically, looking at broad economic indicators, airline pilots have experienced a low unemployment rate—the most direct measure of a labor shortage; however, both employment and earnings have decreased since 2000, suggesting that demand for these occupations has not outstripped supply. Looking forward, industry forecasts and the Bureau of Labor Statistics' employment projections suggest the need for pilots to be between roughly 1,900 and 4,500 pilots per year, on average, over the next decade, which is consistent with airlines' reported expectations for hiring over this period. Yet studies GAO reviewed examining whether the future supply of pilots will be sufficient to meet this need had varying conclusions. Two studies point to the large number of qualified pilots that exists, but who may be working abroad, in the military, or in another occupation, as evidence that there is adequate supply. However, whether these pilots choose to seek employment with U.S. airlines depends on the extent to which pilot job opportunities arise, and on the wages and benefits airlines offer. Another study concludes that future supply will be insufficient, absent any actions taken, largely resulting from accelerating costs of pilot education and training. Such costs deter individuals from pursuing a pilot career. Pilot schools that GAO interviewed reported fewer students entering their programs resulting from concerns over the high costs of education and low entry-level pay at regional airlines. As airlines have recently started hiring, nearly all of the regional airlines that GAO interviewed reported difficulties finding sufficient numbers of qualified entry-level first officers. However, mainline airlines, because they hire from the ranks of experienced pilots, have not reported similar concerns, although some mainline airlines expressed concerns that entry-level hiring problems could affect their regional airline partners' ability to provide service to some locations.

Airlines are taking several actions to attract and retain qualified commercial airline pilots. For example, airlines that GAO interviewed have increased recruiting efforts, and developed partnerships with schools to provide incentives and clearer career paths for new pilots. Some regional airlines have offered new first officers signing bonuses or tuition reimbursement to attract more pilots. However, some airlines found these actions insufficient to attract more pilots, and some actions, such as raising wages, have associated costs that have implications for the industry. Airline representatives and pilot schools suggested FAA could do more to give credit for various kinds of flight experience in order to meet the higher flight-hour requirement, and could consider developing alternative pathways to becoming an airline pilot. Stakeholders were also concerned that available financial assistance may not be sufficient, given the high costs of pilot training and relatively low entry-level wages.

Why GAO Did This Study

Over 66,000 airline pilot jobs exist for larger mainline and smaller regional airlines that operate over 7,000 commercial aircraft. After a decade of turmoil that curtailed growth in the industry and resulted in fewer pilots employed at airlines since 2000, recent industry forecasts indicate that the global aviation industry is poised for growth. However, stakeholders have voiced concerns that imminent retirements, fewer pilots exiting the military, and new rules increasing the number of flight hours required to become a first officer for an airline, could result in a shortage of qualified airline pilots.

GAO was asked to examine pilot supply and demand issues. This report describes (1) what available data and forecasts reveal about the need for and potential availability of airline pilots and (2) what actions industry and government are taking or could take to attract and retain airline pilots. GAO collected and analyzed data from 2000 through 2012, forecasts from 2013 through 2022, and literature relevant to the labor market for airline pilots and reviewed documents and interviewed agency officials about programs that support training. GAO interviewed and collected data from associations representing airlines or their pilots, and pilot schools that accounted for about half of the students who graduated with professional pilot majors in 2012. GAO selected the airlines and schools based on factors such as size and location. GAO is not making recommendations in this report. The Department of Transportation and others provided technical clarifications on a draft of the report, which GAO incorporated.

Click on the link for the entire report.  www.gao.gov/products/GAO-14-232

Mountain Air Cargo will be attending the job fair

Mountain Air Cargo will be attending the Fort Lauderdale job fair.  They will be hiring pilots for the ATR and Caravan.

  • ATR Captains and First Officers
    • Captains - ATP, 3000 TT, 2000 PIC or 1500 PIC with ATR rating, 1000 Multi, 1st class medical.
    • First Officers - ATP or ATP Written, 1500 TT, 500 PIC, 100 Multi, 1st class medical.
  • Cessna Caravan Captains
    • Commercial, 2000 TT, 1500 PIC, 1st class medical.
  • 1 year training contract.  ATR - 14 K, Cessna 6 K, prorated after check ride.

For more information please visit: http://airt-mac.submit4jobs.com/

Fort Lauderdale Job Fair Information

Detailed information about the FLL job fair page is now available on our website. www.aerocrewsolutions.com/pilot-job-fair/

Spirit is requiring the following minimums at the FLL job fair. Resumes will be checked to ensure you meet the minimums.

  • Civilian Pilots: 4000 TT, 500 Turbine PIC (Part 121 or Part 135)
  • Military Pilots: 3000 TT

Tickets for the job fair will go on sale Monday, February 10th at noon EST. If you have any questions about the event please send us an email. Mail@AeroCrewSolutions.com

The following companies will be in attendance.

  • Air Wisconsin
  • American Eagle
  • Cape Air
  • Copa Airlines
  • Commutair
  • Compass Airlines
  • ExpressJet Airlines
  • GoJet Airlines
  • Mesa Airlines
  • Piedmont Airlines
  • PSA Airlines
  • Republic Airlines
  • Silver Airlines
  • Spirit Airlines
  • Trans States Airlines


Aviator College will be attending the job fair

Aviator College will be attending the job fair in Las Vegas. 

Professional Pilot Training Program  0 to 250 hours  Includes Flight Instructor Ratings , Multi Engine time building packages,  CRJ Jet transition program  40 hours of ground 40 hours of flight in a CRJ-200 FTD,  Flight Instructor Course  120 hours of ground 21 hours of flight.( Job opportunities for those who qualify)

Visit their website for current pricing. www.aviator.edu

Las Vegas Job Fair Update

Horizon Air will not be attending the Las Vegas job fair.  You can meet the recruiters at the Women in Aviation Conference in March.


Penair will be attending the job fair in Las Vegas.  Hiring minimums are ATP mins, ATP written.


If you are meeting Spirit Airlines you must meet their job fair minimums.

  • Civilian Pilots - 4000 TT 500 TPIC (Part 121 or Part 135).
  • Military Pilots - 3000 TT

American Airlines application window opens October 1st


The application window will open tomorrow, Oct. 1 at 1200 CT, and we expect our first class of new hires to start on Dec. 3. That’s a pretty short window, so the recruitment team, headed by our own Patty Taylor, is going to be moving extremely quickly to get everything done in time.

We want to make sure we hire not only the most technically skilled pilots, but also pilots that “fit” with and within the American Airlines culture, so a lot of time and energy has gone into the development of our pilot recruitment process. You’ll see that technology plays a big role in the initial stages; however, since you are the ones that will fly with these people, we have a group of AA pilots that will interview the applicants that make it to the final stages of the hiring process, and they will have a major voice in the hiring decision.

I’m sure that many of you have friends or family that will be interested in applying, so we’re also adding a Recruitment page to AAPilots that will include the specifics on the interview process, a Pilot Selection Process Guide, instructions on how you can submit references/recommendation letters, and answer a few common questions.

Speaking of recommendations, please be selective about those you recommend. Your feedback will be given serious consideration, so make sure you’re only recommending someone you’re willing to work with for years to come.

This is extremely exciting news. It means movement and more opportunity – things we’ve all been looking forward to. So, when you see that person in the dark suit wandering the halls of the Flight Academy, stop them, shake their hand, and let them know how happy we are that they want to be a part of our great airline.

Q: How many pilots do we plan to hire in 2014?
A: For now, it looks like we’ll be hiring approximately 1,500 new pilots over the course of five years. The plan is to hold two classes a month with 25 new hires in each class beginning Dec. 2013. The new hire classes are currently scheduled through the summer of 2014.

Q: How does someone apply?
A: We will accept pilot applications through AACareers.com.

Q: What should I tell friends/family who are eager to get an interview?
Alease tell them to be patient. If they are competitive, their name will surface and they will be contacted by American Airlines. You should also encourage them to update their online application often as they gain experience. This will allow them to remain as competitive as possible during any evaluations of online applicant data.

Q: Does it help to write a letter of recommendation?
A:Since we anticipate a large number of applicants, we have developed an online automated system of accepting employee recommendations via AACareers. Remember that when you submit a LOR, you’re essentially putting your reputation on the line on behalf of the candidate you recommend. We expect that if you are recommending a pilot, you personally believe that s/he would be a solid addition to the American Airlines pilot corp.

Q: So, what is the bottom line on helping someone get an interview with American?
A:First, tell them to be patient. We plan to review thousands of applicants, for approximately 30 interview slots held no more than 24 times per year. Second, encourage them to update their online application often. The best thing about our automated system is that a pilot applicant can update his/her information as often as they like and that information will continue to be an important factor in one’s ability to rise to the top in the competitive evaluation process.

Q: I have a friend that is coming in for an interview, what should I tell him/her?
A:Tell them to relax, and be themselves! The selection team is fully committed to making sure each candidate is able to show us their best qualities. The questions are designed to allow candidates to share real experiences and help us get to know them better. Tell them to be prepared to share stories that demonstrate their own values and then, if they’re right for this role, it will be obvious.

Q: How are we able to hire new pilots while we’re in restructuring?
A:A number of factors are driving the need to grow our pilot workforce, including our broad fleet renewal efforts that include taking delivery of new Airbus and Boeing aircraft, the addition of new routes to our global network, projected pilot retirements and the FAA’s new rest and duty time rules that come into effect in 2014. Having sufficient, qualified pilots to operate our fleet is critical to the success of the new American.

Q: Do you expect these pilot hiring projections to change as a result of the merger with US Airways?
A: No. The factors driving our need for new pilots will still be in effect if the merger closes, including our fleet renewal plan, which is one of the foundational strengths of the merger. If our proposed merger is approved, we’ll continue routinely evaluating our staffing and making adjustments as needed, and are hopeful that a merged new American would provide even greater career progression and growth opportunities.

Q: What is American doing to attract pilots from diverse backgrounds?
A: As always, American seeks to hire the most qualified employees. We have a strong relationship with Women in Aviation (WIA), the Organization of Black Aerospace Professionals (OBAP) and many other organizations that can tap into a pool of qualified pilots. We plan to work closely with these groups to support our goals in hiring the most qualified pilots.

Q: Where will the new hire pilots be based and what type of aircraft will they fly?
A: Base and aircraft are assigned by seniority, so our new hire pilots will be assigned to the most junior base(s) and aircraft. Currently, the most junior crew bases are LGA and MIA, and the junior aircraft is the MD80 and the 737.

Q: How will the American Eagle flow-through pilots be handled?
A:With two new hire classes being held monthly, we anticipate that half of each class will have flow-through pilots from American Eagle and the balance will be external hire candidates.

Q: How does the new flight background selection software work?
A:The system allows “filters” to be set and honed according to parameters that we feel can help ensure success for the candidate and American Airlines. The automation can sort through hundreds of applications in just a few short minutes, which allows us to effectively select the most qualified candidates.

Q: How can I participate in the new hire pilot process?
A:As we need experienced pilots to assist with new hire pilot recruitment, selection and hiring, we will communicate those needs through our regular communication vehicles – AAPilots, CCI and company email.

We are pleased to announce that we will begin recruiting new pilots and will begin accepting pilot applications on Oct. 1, 2013 — the first time in more than 10 years.

We’ve been doing a lot of work behind the scenes to prepare for our newest team members, and we’ve shared some information along the way about the process. But now that we have finalized the details, we want to disclose the hiring process with you, so that you can be aware of the procedure and share this information with future recruits.

Phase I – Selecting the best

As you can imagine, since our last hiring phase, we’ve added some significant technology to our selection process in an effort to manage the anticipated volume of applicants, as well as help us identify those whose background and experience most closely align with our needs.

We will use state-of-the art software designed to evaluate applicants by virtue of the flight-related data they provide in their online application.

Additionally, candidates will complete an online assessment designed specifically for pilot selection. The criteria for this selection were designed using information gathered from dozens of current American Airlines pilots. Through their feedback, we developed a questionnaire that focuses on a candidate’s ability to assimilate well with both the Flight Department and the new American Airlines culture.

Phase II – Determining the best fit

Selected candidates are asked to complete a video interview. Through this interview, we can better determine their interpersonal and communication skills, along with their ability to think on their feet. The strongest candidates are invited to meet with our team in person. During this time, candidates will undergo a two-day assessment that combines technology and personalized interaction with our Flight team, which will give them insight into their potential new company and allow us to realistically gauge their fit within our group.

Day 1, we will conduct a Pilot Skills Test (PST). The PST is a new, computerized evaluation program that measures the critical skills necessary to become an American pilot. Day 2 is dedicated to a two-part, face-to-face interview conducted by Captains and First Officers from all of our crew bases and members of the Pilot Selection Department. The questions are behavioral-based, and our goal is to get an accurate picture of a candidate’s demeanor and decision-making skills by learning about actual situations they’ve encountered through their career.

Ultimately, this two-day assessment allows us the opportunity to learn more about our prospective new team member and for them to learn more about the Flight Department and American Airlines.

Phase III– Waiting for the call

Once we have a complete picture of the candidate, the final step is to have their file evaluated by the Pilot Selection Board — a panel made up of several members of the Flight Department, including Vice President of Flight, Captain John Hale and Chief Pilot Line Operations, Captain Bart Roberts. The approved candidates are then contacted by the Flight Department and given a conditional offer with American Airlines. We then schedule a medical exam and once the results are known, we will make the final call confirming our conditional offer.

We anticipate the entire process — from the point that someone is identified by the automated process until they show up for orientation and training — to be approximately two months.

We think we have a good process in place and we’re excited to be seeking out those individuals who not only possess the ability to do the job for which they interview, but who also possess a passionate desire to do it.