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A&P Mechanics
Full A&P, airframe only, powerplant only and IA holders, recently certificated through senior technicians with production judgment.
A generalist recruiter reads a certificate and a city. An aviation maintenance recruiter reads the platform, the type of work, the documentation standard and the floor, because that is what decides whether the hire lasts.
Most aviation maintenance roles are advertised as a title, a city and a certificate. Three candidates who all match that description can be completely wrong for the same shop, because the things that decide the outcome were never written down.
Aircraft platform. The actual work on the floor, which is not the same as the job title. Shift pattern and whether it rotates. Tooling and test equipment. The documentation standard the shop works to. Whether the technician will be in a hangar, at a bench, on the line or on a ramp. And a pay band the local market will actually accept.
We capture that as a written requirement before recruiting against it. Candidates arrive attached to that requirement with the reasoning included, which is why the interviews are shorter and there are fewer of them.
Full A&P, airframe only, powerplant only and IA holders, recently certificated through senior technicians with production judgment.
Install, troubleshooting, bench repair and test. The most in-demand specialty and the one almost nobody recruits deliberately.
Sheet metal and composite repair, screened on the actual repair types, tooling and documentation your shop works to.
Accessories, instruments and components, screened on test equipment and the specific component families you handle.
Supervised hands-on support. Often the most practical way to add capacity while a technician works toward a certificate.
Students and recent graduates preparing for FAA testing, reached through school and workforce channels before they are on a job board.
Certificate level and currency, ratings held, and any inspection authorization, verified rather than assumed.
The aircraft and systems actually worked, the tasks performed and signed for, and the test equipment used.
Hangar, bench, line, ramp or production floor, plus shop size and structure. The single most common cause of a placement failing.
Commute, shift tolerance, relocation willingness at your pay band, availability and what the person actually wants next.
We do not blast resumes and we do not submit on volume. A candidate reaches you attached to your requirement, with the reasoning and the gaps stated plainly.
Most recruiting closes the file when someone starts. That is the point at which the risk actually begins and the useful information starts being generated.
We run structured check-ins with the technician and the hiring manager at 30, 60 and 90 days: onboarding, tooling, training and workload against what was promised, whether the person is performing at the level the requirement described, and whether the shop is the environment the technician was told it would be. What we learn goes back into the next search. For the pattern behind those conversations, see why aviation technicians leave.
30-day replacement coverage is available and is set out in the placement agreement. Fees, coverage and payment terms are agreed in writing before any search begins.
Fill out the intake and it becomes a search brief the same day. Response within one business day, from Brittani directly.
Compensation movement, hiring demand and pipeline data for aviation maintenance, drawn from public workforce sources and our own anonymized intake. One email per month.