Every shop in your market is writing the same job post for the same certificated people. The ones who get hires are the ones who describe the job accurately.
A certificate and a city will get you resumes. It will not get you a hire that holds. Before we recruit we want six things written down, because each one disqualifies candidates you would otherwise waste interviews on.
Certificate level and currency, ratings held, inspection authorization. Checked, not taken on trust from a resume.
What they actually performed and signed for, on which aircraft, with which tooling. A type on a resume is not experience on a type.
Hangar, line, bench or ramp. The most common reason a technically correct hire resigns in month four. See career environments.
Commute, shift tolerance, whether relocation is credible at your band, and what they actually want next.
Sometimes the answer after a search is that the person you described does not exist at the wage you described, in the market you are in. We would rather tell you that in week one than bill you for three months of looking.
When that happens there are usually two routes. Move something: the band, the shift, the platform requirement, or the relocation support. Or build instead of buy, through helper and documented OJT routes that develop a technician inside your own documentation standard.
Neither is a consolation prize. For a lot of repair stations the second one is the only thing that has worked.
Permanent direct hire onto your headcount. We do not currently provide contract or temporary staffing. Candidates are presented against your written requirement with the reasoning and the gaps stated, not submitted on volume.
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. Technicians never pay us.
After the start date we run check-ins with both sides at 30, 60 and 90 days, because the month-four resignation is usually visible at week three.
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.