Talent Development · Placement · Employer Intelligence · Retention

Build the workforce you need today, & the pipeline you need tomorrow.

JetBridge Aviation works with MROs, FAA Part 145 repair stations, aircraft operators and established aviation organizations to develop technical workforce solutions tailored to their operations.

Through employer intelligence, aviation school engagement, candidate identification, direct-hire placement and retention support, we help address immediate hiring needs while developing stronger long-term talent pipelines.

Explore Workforce Solutions Discuss a Hiring Requirement Join the Talent Network

Est. 2025

South Florida · Southern California

13,100 U.S. technician openings projected each year, BLS 2025 to 2035 62% A&P program seat load factor, ATEC 2026 125,000 new technicians projected for North America through 2045 Avionics: most in demand, least recruited 30-day replacement coverage 13,100 U.S. technician openings projected each year, BLS 2025 to 2035 62% A&P program seat load factor, ATEC 2026 125,000 new technicians projected for North America through 2045 Avionics: most in demand, least recruited 30-day replacement coverage

13,100

Aircraft and avionics technician openings projected each year in the United States, 2025 to 2035.

U.S. Bureau of Labor Statistics

62%

Of available A&P program seats are filled by enrolled students. The rest sit empty.

ATEC 2026 Pipeline Report

125,000

New maintenance technicians projected to be needed in North America through 2045 in commercial aviation.

Boeing 2026 Pilot & Technician Outlook

Sources · BLS · ATEC · Boeing

On This Page

Who We Are Two Ways In The Model Environment Fit On The Record The Founder Where We Work

Who We Are

Catch the mismatch earlier⁠.

JetBridge Aviation places certificated aviation technicians as permanent direct hires: A&P mechanics, avionics, structures, component and bench specialists. It also works upstream with aviation schools, students and employers to identify talent early, understand employer needs, and create better matches that lead to stronger retention.

We start by learning what the employer actually needs. Not just the job description, but the work environment, the type of technician who succeeds there, and where they tend to lose people. Then we work through the appropriate Career Services, education and workforce channels to connect employer-authorized openings with people who may fit them, qualify those people against that specific environment, and stay involved after placement through 30, 60 and 90 day follow-up.

The idea is to catch the mismatch earlier. A student can be technically capable and still end up in the wrong environment. The goal is better alignment between the student, the school and the employer, before that turns into turnover.

Two Ways In

Fill the seat you need today.
Build the workforce you will need tomorrow⁠.

Most aviation employers arrive with one of two problems. They are not the same problem and they are not solved the same way, but the method underneath them does not change.

Lane 01

Immediate Workforce

A seat that needs filling now. Experienced A&P mechanics, avionics, component, bench and structures technicians, sourced against a written requirement and placed as permanent direct hires.

Solve a workforce need

Lane 02

Workforce Pipeline Development

For operations that cannot keep posting the same opening and expecting a different result. The seat reopens because the system behind it is not working, and that is a different job.

Build a talent pipeline

The JetBridge Model

Define. Build. Match.
Place. Retain⁠.

The employer side of aviation workforce development, start to finish: define the actual requirement, build the pipeline around it, and stay with the hire after the start date.

Stage 01

Define

The operation, the role, the environment, the pay, the incentives and the hiring problem underneath the opening. Written down before anyone is approached.

Stage 02

Build

The right mix of school relationships, workforce sources and direct recruiting, assembled around that requirement rather than off a standing list.

Stage 03

Match

Qualified against your floor, not just the certificate. Technical ability, work environment, geography and what the person actually wants next.

Stage 04

Place

A permanent direct hire onto your headcount, with compensation benchmarked against the local market before the offer goes out.

Stage 05

Retain

Structured check-ins with the technician and the employer at 30, 60 and 90 days, and what those turn up about pay, readiness and supply feeds the next search.

Avionics bench work inside a component repair station

What The Work Actually Is

Most of aviation maintenance never touches a ramp.

Component benches, avionics shops, structures, test cells. Indoor, precise, daytime, and almost invisible to the people choosing this trade. A student who only ever pictures an airline hangar is choosing from a fraction of the field, and the shops doing this work are the ones struggling hardest to be seen.

The bench is where most of the trade happens

Environment Fit

The certificate says what someone can do.

It does not say where they will do it well. Aviation is not one workplace, and a technician can be genuinely capable and still be badly matched to a specific floor.

Hangar, component bench, avionics, line, ramp, production, large organization, small shop. Each asks for something different in pace, autonomy, documentation and tolerance for noise and weather. Environment mismatch is a common reason a capable technician does not last, and it is rarely screened for.

“

We’re not building a job board.
We’re building the backbone of the aviation maintenance workforce.

Brittani Del Gaudio · Founder & CEO

Workforce Intelligence

What a placement tells you about the next one⁠.

Many searches end at the start date, and what the hire could have told you goes with them.

JetBridge runs a documented requirement baseline on day zero, then separate check-ins with the technician and the hiring manager at 30, 60 and 90 days. At ninety days you get a written workforce outcome report: readiness findings, retention signals, what competitors are paying in that market, and what this hire should change about the next one.

That is why the second search runs better than the first.

The Cost Of An Open Seat

An empty seat is work you have already sold⁠.

An aircraft does not move faster because hangar space is available. It moves when a qualified technician is on it. Every week that seat sits empty is work the shop has already sold and now cannot deliver. That is why a workforce gap shows up on the schedule months before anyone writes it down as a shortage.

An aircraft earns nothing on the ground

Education & Workforce Partners

Extending the workforce pipeline⁠.

JetBridge is designed to complement existing Career Services and employer-relations teams by bringing additional aviation employer demand, workplace feedback, career-environment insight and placement support into the workforce-development process.

JetBridge is not a school and does not teach. What we add is the employer side of the equation, and what we learn from it comes back to you.

Request an Industry Presentation

◆ ◆ ◆

Build an aviation career that fits⁠.

A&P mechanic, avionics technician, structures or component technician, helper, aviation maintenance student or recent graduate. We help you understand the environments, what employers expect, and where your strengths fit. Free for every technician, always.

Join the Talent Network How it works for technicians

On The Record

Four questions the industry keeps answering badly⁠.

Sourced, dated, and honest about what is still unknown.

Do you need an A&P to work at a repair station?

No. The certificate attaches to the signature, not to the building.

Who helps pay for workforce training

$5,250 tax free against a student loan, and 75% of Florida training cost.

Why technicians leave

Most departures were decided by something knowable before the hire.

The Founder

You can’t chart a course to what you can’t see⁠.

Sometimes we’re not lacking direction.
We simply haven’t been shown all the possibilities.

I spent much of my life between South Florida and Los Angeles, two major aviation markets, with family established in the MRO industry. Yet despite that proximity, I never fully understood the breadth of technical careers aviation had to offer.

My path eventually led me into business development at an FAA Part 145 repair station in South Florida, where those two worlds intersected. I saw employers struggling to build their technical workforce while aspiring aviation professionals had limited exposure to the career paths available or where their abilities might best fit.

Because building aviation’s future isn’t just about filling positions. It’s about recognizing potential and creating pathways for it to grow.

Brittani Del GaudioFounder & CEO, JetBridge Aviation

More about JetBridge

◆ ◆ ◆

Tell us about your workforce need⁠.

If you have a defined opening, bring the role, the certificate requirement, the platform, the band, the shift and the start date. If you are earlier than that, or the seat keeps reopening, start with a conversation instead.

Every inquiry gets an answer within one business day.

Discuss a Hiring Requirement Explore a Tailored Workforce Solution

Current Focus

South Florida and Southern California⁠.

Currently developing aviation employer networks in South Florida and Southern California, with broader expansion planned. We take searches outside these markets where the requirement fits our pipeline, and we say plainly when it does not.

Monthly Aviation Workforce Brief

Compensation movement, hiring demand and pipeline data for aviation maintenance, drawn from public workforce sources and our own anonymized intake. One email per month.