The Atlanta-based airline hopes to return its regional capacity to pre-pandemic levels in summer 2025, driven by improvements in pilot supply, company leadership shared during a third-quarter earnings call on Thursday.

“With hiring and training normalizing, we are growing into our resources and gaining traction on efficiency and initiatives, helping fund continued investments in our people and brand,” said Delta finance chief Dan Janki during the call.

Data from the Future and Active Pilot Advisors (FAPA) shows that Delta has hired 870 pilots so far in 2024, representing an over 50 percent year-over-year change from the same period in 2023. As a whole, the industry follows a similar trend, with major U.S. carriers reporting a roughly 40 percent reduction in hiring numbers overall.

Delta expects industrywide pilot hiring to be more in line with 2019 levels.

“As you know, pilot constraints as the majors were hiring early in the recovery period put a lot of strain on availability of pilot crews for the regional carriers…and we’ve been working very closely with them,” Delta president Glen Hauenstein said.

Hauenstein added that the company expects U.S. airlines to hire approximately 5,000 pilots next year. In 2019, airlines were just 23 new hires short of this figure, according to FAPA’s data.

“So [we are] returning to more normalized pilot hiring across the industry,” Hauenstein said.

This article first appeared on AirlineGeeks.com.

The post Delta: ‘More Normalized’ Industrywide Pilot Hiring Anticipated appeared first on FLYING Magazine.

In a recent briefing to pilots viewed by AirlineGeeks, company vice president of flight operations Russ Moore said that American plans to hire 1,300 pilots this year. In 2023, the airline hired around 2,300.

Moore cited “delivery delays from Boeing” among the reasons for the reduction but noted that 2024 is still poised to be the airline’s third-highest year for pilot hiring on record. In addition, he said the company plans to pause new hire classes in June, July, August, and potentially in December.

“In fact, we hired and trained more pilots in 2023 than we have in the history of this airline, and we did it efficiently enough that we were actually a bit ahead of where we needed to be for the summer of 2024,” Moore said during the briefing. “This allowed us to transition from a ‘hire and train as many as you can’ approach to a more traditional approach, which in and of itself reduced our hiring targets for 2024.”

During the company’s investor day event in early March, CEO Robert Isom also noted the airline’s plans to pull back on pilot hiring.

“So [hiring is] slowing down a little bit, but we have a considerable number of retirements,” Isom said. “And so we will be hiring for the foreseeable future at levels like that.”

Despite the slowdown, Moore added that hiring could pick up again as up to 850 of the airline’s pilots retire annually over the next five years.

“So I expect we will be back to the 2023 tempo in hiring in pretty short order,” Moore said.

American joins a slew of other major airlines reducing their 2024 hiring, including both Delta and United. Earlier this year, Delta said it would also cut its 2024 pilot hiring plans in half.

The Allied Pilots Association (APA)—which represents more than 16,000 American pilots—recently noted that the pilot shortage was “over.”

“The perceived pilot shortage is over, eliminating any further need for policymakers to consider changing the retirement age,” said APA president Captain Ed Sicher in a March statement.

American did not immediately respond to a request for comment on the hiring slowdown.

Editor’s Note: This article first appeared on AirlineGeeks.com.

The post American Scales Back Pilot Hiring Plans appeared first on FLYING Magazine.

“Based on expected capacity growth beyond 2024, we’ve made the difficult decision to suspend Initial First Officer Training classes through the remainder of 2024 and defer job offers, beginning with our April classes,” the memo to prospective candidates said.

A Southwest spokesperson shared that the airline plans to pause new hire classes starting in April.

“Southwest is slowing hiring across the Company in 2024 to levels at or below our attrition rate, and we’ve adjusted Pilot hiring in line with our current business plan. Our published flight schedule is aligned with these staffing levels,” an airline spokesperson said in a statement.

The airline said it will move pilots with conditional job offers (CJO) to a so-called “deferred candidate pool,” which will be used when hiring recommences. The airline did not provide a specific date to resume hiring.

• READ MORE: JetBlue Looks to Trim Workforce

According to data from FAPA.aero, Southwest hired 1,916 pilots in 2023, one of the highest years on record for the carrier. In January 2024, the airline and its pilots – represented by the Southwest Airlines Pilots Association (SWAPA) – inked a new collective bargaining agreement (CBA) with immediate 29% pay increases.

In a different memo shared by xJonNYC on Twitter/X, the carrier said it now projects to hire 345 pilots this year.

In a Q4 2023 earnings call, Southwest CEO Bob Jordan hinted at reduced hiring plans in 2024. “…we planned in 2024 with head count flat to down as compared with year-end 2023 as we slow hiring to levels that are at/or below our attrition rate that will drive efficiency gains in 2024 with more to come in 2025,” Jordan added.

While several U.S. carriers have slowed previous record-setting hiring trends, Spirit joins Southwest in halting new hire classes altogether. The ultra-low-cost carrier (ULCC) announced in October 2023 that it would pause pilot hiring indefinitely.

Editor’s Note: This article first appeared on AirlineGeeks.com.

The post Southwest Halts 2024 Pilot Hiring Plans appeared first on FLYING Magazine.

This decrease comes on the heels of some airlines halting pilot hiring altogether. In October 2023, ultra-low-cost carrier (ULCC) Spirit indefinitely suspended hiring. Both FedEx and UPS have advised pilots already on property to look at flying at regional carriers, while also significantly pulling back the throttles on hiring.

Despite the year-over-year reduction, 2023 was the second-highest year on record for pilot hiring at major U.S. carriers.

Record Hiring Year for Some

A handful of airlines reported record hiring years for new aviators. Allegiant, American, Delta, and Southwest all had a banner year, according to FAPA’s data. Southwest had the largest year-over-year increase with 776 more pilots joining its ranks compared to 2022. The Dallas-based carrier is nearing a new collective bargaining agreement (CBA) with its pilots pending a vote.

The so-called ‘big three’ airlines – American, Delta, and United – recruited 57% of all pilots hired last year. Even as it looks to expand its training facility in Denver, United hired 62 fewer pilots year-over-year.

These record-setting hiring rates tie into the U.S.’s continued production of Airline Transport Pilot (ATP) certificates. Overall, ATP-certified pilots exceed pre-COVID figures by more than 6,500 individuals, per the Aero-News Network.

• READ MORE: United Doubles Down on Pilot Hiring, Sets New Record

Lucrative Opportunities Still on Offer

While FAPA only tracks pilot hiring for major carriers, the firm acknowledges that it is likely regional carriers also hired at a similar rate. “While these numbers only reflect the pilot hiring efforts at the thirteen major airlines…it’s important to recognize that pilot hiring at regional and the private/business aviation carriers would at least equal but more likely exceed these values,” it said in a January 2024 edition of its bulletin.

As many airlines — especially regional carriers — struggled to retain captains, many regional airlines are continuing to offer lucrative bonuses for direct-entry captains. For example, American Airlines’ wholly-owned regional subsidiary PSA is offering captains from FedEx and UPS a $250,000 signing bonus.

2024 Projections

U.S. airlines are starting to look at 2024 hiring and, according to FAPA’s data, projections for pilot hiring are at 75% of the last two years’ figures. While a decrease, these figures are likely to still eclipse hiring trends prior to the COVID-19 pandemic.

Atlanta-based Delta was the first of the ‘big three’ airlines to announce its plans to reduce pilot hiring in 2024. The airline said it intends to hire slightly over 1,000 pilots in 2024, which represents half of its numbers from the last two years.

Editor’s Note: This article first appeared on AirlineGeeks.com.

The post Major U.S. Airlines Hire Fewer Pilots in 2023 appeared first on FLYING Magazine.

According to data from pilot career advisory group FAPA, major U.S. airlines hired a total of 2,116 pilots between September and October. The group’s data includes hiring trends from 13 U.S. airlines, including Delta, American, and United, along with smaller carriers such as Spirit, Frontier, and JetBlue.

Cargo operators FedEx and UPS are also included in the data but have not hired pilots since at least February.

A Low Point

In September, 1,001 pilots were hired, per FAPA’s data, marking the second-lowest month of hiring so far in 2023. June 2023 reported the fewest hired pilots at 958. October 2023 saw a modest increase of 114 new hires when compared to September.

Both September and October 2023 fell below 2022 hiring trends during the same period. In comparison, U.S. airlines hired 1.105 and 1,243 pilots in 2022 for the respective months, representing 232 fewer year-over-year.

Despite the shifting trend, major U.S. carriers are still on track to eclipse 2022 pilot hiring numbers overall. FAPA’s data indicates that 11,050 pilots have been hired to date in 2023,

A Shifting Pilot Shortage?

In late October, ultra-low-cost carrier Spirit announced it would stop hiring pilots until further notice. The airline lost nearly $158 million in Q3 2023. Coinciding with this announcement, FAPA’s data shows a drop off in Spirit’s pilot hiring from August 2023.

While some carve-outs exist at airlines to hire direct-entry captains, the vast majority of hiring pertains to first officers. After gaining time and seniority at a carrier, first officers can later transition to the left seat. However, finding pilots interested in upgrading to captain has proven to be a challenge at some airlines.

“For a year now, at least for us, the issue has not been hiring pilots, and the issue has not been pilot attrition. So that’s not a concern. The issue has been on the upgrade front,” shared Sun Country president and chief financial officer Dave Davis during the company’s Q3 2023 earnings call. At Skift’s Aviation Forum in early November, the Minneapolis-based airline’s CEO Jude Bricker shared that his top-earning pilot made $750,000 in 2022.

Regional carriers are particularly not immune from retaining captains. “It’s actually a captain shortage. We don’t have a first officer shortage…we’re producing lots of ATP certificates across the country,” said CommuteAir CEO Rick Hoefling during an interview with AirlineGeeks.

On the cargo side, both FedEx and UPS have stopped hiring as of early 2023. Leadership at these carriers has even advised pilots currently on the payroll to look at other opportunities outside the company, including at regional carriers.

Some Positive Trends

Even with some reductions in overall hiring, a few airlines are still setting milestones. In October, Allegiant had its second-highest hiring month on record for 2023, bringing in 43 new pilots.

Also in October, United broke its own hiring record with 270 new pilots. This marks the largest hiring month for the carrier in 2022 and 2023. So far in 2023, United hired the most pilots of any major U.S. airline at 2,296.

Editor’s Note: This article first appeared on AirlineGeeks.com.

The post U.S. Pilot Hiring Plateaus in September and October appeared first on FLYING Magazine.

This is a very welcome development that will do wonders to increase the diversity of our pilot corps, as well as help tear down lingering barriers between our pilot and flight attendant groups, an unfortunate aspect of our company culture. Management apparently agrees: Several years ago they created two accelerated hiring paths to the flight deck for our flight attendants, which has stirred immense interest among our cabin crew. The early participants are now at the qualification level where I’ll be flying with them soon, and I’m really looking forward to it. 

When I encounter anyone who is interested in flying professionally, flight attendant or not, I often suggest that they first go get their private pilot certificate before making any big commitments. Flying, and especially at the professional level, isn’t for everyone. Not everyone will enjoy it, and not everyone is cut out for it. Too many people discover this only after quitting their job and putting a lot of money and time into professional flight training. In my opinion, the time to discover whether a flying career is right for you is during primary training. My airline apparently agrees because it made a private pilot certificate a prerequisite for our basic flight-attendant-to-flight-deck hiring path (the advanced path requires a commercial certificate).

Similarly, I often suggest that those who are interested in taking primary flight lessons first go on a discovery flight, or introductory flight lesson, to make sure it’s right for them. Or better yet,  go on several discovery flights with multiple flight schools and instructors to gauge which is right for them. Most FBOs and flight schools offer 30-minute introductory lessons at a somewhat discounted rate, sometimes via a Groupon coupon. This has traditionally been intended to give the prospective learner a somewhat rosy picture of what piloting a small airplane is like, a quick hit of the good stuff to ‘get ‘’em hooked’ with none of the messy side effects. I have always thought, however, that students, instructors, and schools are better served by giving prospective aviators a realistic look at what learning to fly is like—and that they should treat the experience as an extended interview of a prospective instructor and flight school.

There is no standard format for a discovery flight. Every school, and in many cases each instructor, does it differently. Some conduct a preflight briefing; others do not. Some walk the student slowly through the preflight inspection; other instructors do it quickly themselves and get the student in the air ASAP. Some give the student significant instruction; others barely let the student touch the controls. Sometimes it varies based on the time available or by just how deeply a particular discovery flight (and perhaps instructor fee) has been discounted. When I was instructing, I knew a few CFIs who openly talked about discovery flights being a rare chance to manipulate the controls themselves for almost an entire flight. Based on recent conversations with discovery flight recipients, this still seems to be a common mindset. That’s a pity.

• READ MORE: That First Flight

I’m no longer an active flight instructor, but I make a regular point of taking nonpilots flying in my Stinson 108.  Whenever they show the slightest interest in learning to fly, I conduct their flight in the same fashion as the introductory flight lesson I was afforded at age 13, and the way I tried to perform discovery flights when I was an active CFI. This includes a ground briefing to explain what we’ll be doing, what they should watch out for, and what they can expect to learn and accomplish. Then I’ll spend a good 15 minutes talking them through the preflight inspection, getting their hands on fuel sumps, brake calipers, the oil dipstick, and cowling fasteners. Finally, we go flying for 30 to 60 minutes. I have them follow me on the controls during takeoff, then I level off and trim out and get right into the business of teaching the basics of aircraft control. This includes coordinated turns, which can be tricky in my Stinson, but everyone seems to get it after a few minutes. I fly a circular course, so we can get back home quickly if the student starts looking green. Every 10 minutes or so, I take the controls to show a scenic point of interest, giving the student a short break in concentration and an example to emulate. Our loop always ends over bustling Lake Union, for a spectacular view of downtown Seattle with the majestic backdrop of Mount Rainier.

I understand this is an idealized introductory flight lesson, one given at my leisure during ample free time, and not necessarily always realistic given the demands of instructor and training fleet scheduling. Not to mention the economic considerations of offering a discovery flight cheap enough to attract casual punters. For this reason, if you’re a prospective student, I would avoid those cheap, advertised 20-to-30-minute discovery flights, which are likely to involve little instruction and  insight into your prospective school or instructor. Instead, I would request a two-hour block of instructor time with a full 45 minutes of flight time. This will give you the opportunity to make a thorough evaluation.

When you show up 15 minutes before your scheduled start time, how is the atmosphere of the place? Harried and chaotic or organized and calm? Does somebody greet you promptly and appear to know what you’re there for? Your instructor may well be finishing a lesson with another student. How do they handle the transition? Is there a quiet briefing area, and do you notice other instructors briefing their students before their flights? Does your instructor explain what you’re going to do without resorting to jargon you don’t know? When you go out to the airplane, does your instructor seem rushed? Do they teach you the preflight or at least talk through what they’re looking at? Is the airplane beat up with apparently inoperative equipment?

While the instructor is taxiing out and taking off, do they explain what they’re doing? After takeoff, how soon do they give you control, and how do they handle the transition to active instruction? Rest assured, your aircraft control will be pretty rough at first, possibly enough to make most pilots squirm with unease. How does your instructor react? This is an excellent chance to gauge their patience. Are they paying attention to what you’re doing and how you’re doing it? Are they adjusting their instruction when you don’t understand something? Do they seem in a hurry to take the controls or to return to base? After the flight, do they give you a debriefing and a chance to ask questions? I’d suggest a frank discussion about the instructor’s experience, their students’ check ride pass rate, their career goals going forward, and the chances of them sticking around the flight school during your planned time frame for primary training.

Let’s say you do three of these introductory lessons at three flight schools with three instructors. At the end, you should have about 2.3 hours logged (which certainly counts towards PPL requirements), be getting pretty good at basic aircraft control, and have a good idea of the differences between flight schools and instructors. Hopefully, you’ve found one that you mesh with well. When you consider the considerable cost of ineffective instruction or having to switch schools or instructors midstream, I’d say these 2.3 hours of discovery flights should be money well spent.

The post Voyages of Discovery Can Be Money Well Spent appeared first on FLYING Magazine.