An in-depth pilot search, from intake to start date.
Response Aviation Search recruits private jet pilots for aircraft owners, family offices and corporate flight departments. We approach employed pilots directly, then assess the experience, judgment and working style your operation needs.
Start a pilot searchStart with the mission, then define the seat.
An aircraft type is only the beginning of a search. Where the aircraft is based, how it is used, who travels and how the department works all shape the person you need. A successful hire has to fit that complete picture.
We align with you and your advisors on the travel profile, culture, schedule and budget before approaching candidates. That intake establishes the responsibilities of the role, its reporting line and the compensation framework behind it.
- Aircraft type, expected utilization and domestic or international travel profile.
- Home base, schedule expectations and responsibilities beyond the flight deck.
- Existing crew, leadership structure and the people the new hire will serve.
Direct recruitment. A considered shortlist.
Our search begins with identifying and approaching people whose experience fits the assignment. RAS does not post jobs or rely on an open application queue. Confidential outreach reaches pilots who may be doing excellent work in their current operation.
The result is a focused shortlist with the context to make an informed decision, rather than a stack of résumés.
Experience for the mission
We consider aircraft qualifications and relevant operating experience alongside the responsibilities of the seat. Credentials matter within the context of the actual operation.
Records and references
Vetting includes records and reference checks. We look for evidence behind a candidate’s experience and the way they work with others.
Fit with the people
The owner, passengers and existing crew are part of the assignment. We consider communication, discretion and working style alongside technical experience.
Support through the hiring decision.
We help you compare the shortlist, understand tradeoffs and plan the transition into the department. Compensation guidance and onboarding planning support a decision that is clear to the client and the incoming team member.
A single vacancy may also reveal a wider question about workload, reporting lines or leadership continuity. When it does, our advisory work helps address the structure around the hire.
Tell Andrew about the seat you need to fill.
Begin with a confidential conversation about your aircraft, mission, base and hiring priorities.
Start a pilot search