Jennifer Pickerel’s guest column “BizAv Hiring Trends for 2025” originally appeared in GlobalAir.com’s AirMail Focus newsletter.
A Part 91 aviation leader recently called me after posting a job for a pilot. The department had received 120 applications—a promising number after years of talent shortages. But as the hiring manager dug deeper, the reality hit: only 40 pilots were remotely qualified. A mere 15 applicants were worth considering.
This stark reminder underscores a key lesson: quantity doesn’t equal quality. And, in my mind, the pilot shortage isn’t over, so hiring managers need to continue their due diligence.
What should aviation leaders and candidates consider as they navigate Part 91 hiring trends in 2025? I’m sharing some real-world stories—successes and cautionary tales—about shifting workplace expectations, evolving roles and changing candidate priorities.
Whether you’re hiring or job-hunting, I hope that these strategies will help you to adapt and thrive.
Retention: An Aviation Leader’s No. 1 Priority
Employee engagement hit an 11-year low in 2024, according to Gallup. Business aviation professionals, like many others, are seeking new roles at the highest rate since 2015.
So how can Part 91 leaders retain top talent before folks start job-hunting? Should you boost pay, improve culture or both? What matters more—predictable schedules or long-term incentives?
Interestingly, Gallup also reported that 56% of employees say culture matters more than compensation when considering job satisfaction. But this doesn’t mean you can underpay. Think of pay as the storefront display—it attracts candidates, but culture keeps them inside.
I often ask aviation professionals, “Have you ever left a job because of toxic culture, even if the pay was good?” The sea of raised hands reveals an undeniable truth: Toxic culture drives employees away faster than low pay.
Promote Your Culture
A pilot once vented about his “terrible” manager. After listening, I realized that the issue wasn’t management—it was a cultural mismatch. He thrived on creativity and quick action, while his employer was conservative and process-driven. Misalignments like these cause friction and resentment.
That’s why you should promote your culture to new hires. Start by describing your workplace environment within the job description and online advertisement. Go beyond listing the technical requirements of a position and communicate to them your culture and its benefits.
Is your organization results-driven or focused on learning and development? Do you value structure or encourage adaptability?
If yours is a performance-based culture that ranks employees, you don’t want to hire someone who isn’t okay being in that competitive environment. You don’t want the creative, curious person who thrives in an adaptive environment. Being clear about your expectations will attract the right talent while repelling poor fits.
Soft Skills Matter More Than Ever
The aviation industry, like many others, faces a critical leadership gap. Research from Gallup shows that 70% of employee engagement is influenced by managers, yet many leaders overestimate their effectiveness. Common blind spots include providing timely feedback and meaningful recognition—two essential drivers of team performance.
Soft skills, especially emotional intelligence, are more valuable than ever. You’ll inspire loyalty and drive better performance when you listen actively, demonstrate empathy and provide constructive feedback.
These people skills often hold more weight than technical expertise alone. In aviation, where high-pressure situations are common, emotionally intelligent leaders play a crucial role in building cohesive, high-performing teams.
Consider a flight department where a technician with strong interpersonal skills steps up to mediate conflicts or guide newer team members. While not officially in a leadership role, this person becomes a trusted advisor, and has a pulse on team morale. Similarly, a pilot who can navigate both technical and interpersonal challenges may be more valuable than one with superior technical skills alone but poor communication.
Expanding Flight Attendant Roles
In more modern Part 91 organizations, flight attendants have evolved far beyond their traditional service roles into essential safety leaders. Last year’s Bombardier Challenger 604 crash in Naples, Florida highlighted the life-saving role of flight attendants, underscoring the need for continuous safety training and readiness.
Experienced flight attendants bring to their role an invaluable knowledge and peace of mind. Their deep expertise, built over years of hands-on experience, can’t be replicated overnight. For example, expert flight attendants know how to handle turbulence-related injuries, de-escalate passenger conflicts and manage sudden security threats effectively.
Forward-thinking operators also recognize the importance of flight attendants’ situational awareness. They are often the first to notice suspicious behavior and detect medical concerns with passengers. Plus, they’re trained to handle potential safety risks and coordinate with the flight deck during inflight anomalies.
Technical Expertise in Maintenance
The aviation maintenance role now mirrors that of an engineer. It’s no longer just about fixing mechanical components—it’s about integrating technology, ensuring connectivity and supporting sophisticated aviation systems. Today, an aviation maintenance professional’s most essential tool is a laptop.
Modern aircraft are highly automated, requiring maintenance professionals to master network connectivity, avionics and software troubleshooting. As technology advances, technicians must adapt by enhancing their digital and technical skills.
Cross-training is critical for today’s technicians. Understanding wiring systems and avionics is just as important as working on engines. Maintenance roles now demand expertise across multiple technical areas.
Certifications like the Aircraft Electronics Technician (AET) demonstrate proficiency in avionics and aircraft electronics. This credential helps technicians stay competitive in a tech-driven industry.
Connectivity systems are vital to modern aviation. Passengers expect seamless internet access, while flight crews rely on real-time data for safe and efficient operations. Technicians with advanced troubleshooting skills for connectivity systems are indispensable. Programs like Satcom Direct’s Aero IT Certification provide specialized training that aligns with the growing complexity of aircraft systems.
Protecting Business Travelers & Employees
Another trend facing aviation flight departments is the need to stay ahead of proactive security measures to protect employees and VIPs. Recent events highlight the need for regular security reviews and addressing vulnerabilities.
Creating a security-focused culture means investing in continuous training and fostering situational awareness. Reducing branded attire and limiting real-time flight tracking further enhance protection.
Confidentiality and open communication between flight departments and corporate security teams are essential. Sharing sensitive information securely and aligning on emergency procedures reduce potential threats.
Closing Thoughts
Hiring in Part 91 aviation is about more than filling roles—it’s about shaping culture and building future leaders. Be intentional. Clarify your values. Develop your team. Because, in aviation, it’s not just about taking off—it’s about staying aloft.
About the Author
Jennifer E. Pickerel is President of Aviation Personnel International, the longest-running business aviation recruitment and HR consulting firm. Active in aviation leadership groups, she frequently speaks and writes on hiring trends, culture, inclusion and employee retention.