Our training program is currently thriving, thanks to significant improvements in our approach and methodology.
The aviation industry faces an unprec-edented demand for qualified pilots driven by early retirements, fewer military pilots entering civilian roles, and a competitive job market. Regional airlines have been hit especially hard by the talent draw of legacy airlines.
One regional airline, GoJet Airlines, is addressing these challenges with recruitment initiatives to attract owner-flown business and personal jet pilots to their regional airline operations.
GoJet Airlines, known for its innovative approach to reshaping the airline experience, has launched a new program to attract owner-flown business and personal jet pilots. This initiative is designed to tap into a unique pool of experienced pilots, leveraging their expertise to bolster GoJet’s regional operations.
“Our training program is currently thriving, thanks to significant improvements in our approach and methodology. We’ve welcomed many talented pilots with Part 135 experience, enhancing our team’s capabilities,” said Matt Pennell, GoJet’s Chief Pilot. “The dedication of our training staff and the eagerness of our new recruits have been instrumental in this success.”
In line with other regional airlines in the industry, GoJet also offers up to $200,000 in sign-on and experience bonuses for qualified Direct Entry Captains (DEC). Starting pay for DECs ranges from $144.65 to $213.15 per flight hour, with a minimum guarantee of 75 hours per month.
Before you get excited about adding that Part 121 time to your logbook, note that GoJet isn’t accepting just any owner-pilots. Citation Jet, Premier, or Eclipse jet pilots won’t qualify because DEC requirements are quite narrow.
To qualify, Direct Entry Captains must hold an ATP certificate and have flown at least 1000 hours in multi-engine aircraft with 10 or more seats, excluding crew seats, in Part 135 operations. Additionally, the operations flown must be passenger-carrying, and the pilot must be PIC for all those hours.
This isn’t surprising since to upgrade from First Officer (FO) to Captain (CA) in the airlines, FOs must have a minimum of 1,000 hours as second-in-command (see CFR 14 §121.436 (a)(3)(i)).
While the chances for owner-pilots to fulfill those airline dreams of jumping from Captain seat to Captain seat may be slim, the DEC route is available for Part 135 charter pilots or Part 91K pilots who qualify.
Choosing GoJet as an employer could mean a smoother transition from the Part 135 or 91K world and getting your foot in as a Part 121 pilot. GoJet currently offers one of the highest bonus compensation plans. It sets itself apart from other regional airlines by offering a private jet feel – more legroom, overhead storage, and brand-new, reconfigured CRJ550 aircraft. The CEO and President, Rick Leach, has made a name for himself by innovating the airline experience, especially for business flyers.
I am incredibly optimistic about our future and confident that these positive developments are just the beginning.
– Matt Pennell, Go-Jet Cheif Pilot
GoJet Airlines, a wholly owned subsidiary of Trans States Holdings and an operator of the CRJ 550 for United Airlines, fosters a friendly, small-company atmosphere where everyone feels like a valued team member. GoJet consistently hires and supports candidates who fit its culture and ensures their success.
“Additionally, we are making significant strides with our fleet expansion. We’ve begun bringing aircraft out of the desert and back into service. Our first aircraft, N569GJ, arrived in STL on June 13th. This is the first of ten planes we plan to return to service by the end of 2024,” added Pennell. “This initiative is key to our growth strategy, increasing our block hours and adding more flight lines. In July 2024, our planned block hours have increased by over 25% compared to July 2023, resulting in five additional lines of flight next month.”
Challenges Ahead
The pool of qualified candidates for direct entry captain and near entry captain positions is limited, making it quite the pilot’s market, as evidenced by the bonuses offered by regionals such as GoJet.
While bonuses can attract pilots, retaining them requires more than just financial incentives. With so many lucrative opportunities from major airline carriers, staying at a regional airline may not make financial or quality-of-life sense for many pilots.
If companies like GoJet can remain competitive with pay scales, offer robust benefits, and ensure an attractive quality of life for their pilots, they may have a chance at retaining their new hires. However, unlike other regionals where candidates are asked to sign premature departure training contracts, GoJet has no current stipulations to the bonuses paid out over the year. This could put GoJet in a scenario where a pilot accepts their offer and bonus package, stays a year, and then leaves for a major airline once accepted.
Another struggle, as outlined by airline Captain Scott Blair on the Ready 4 Pushback podcast with Sir Nik Fialka (Episode 150), is the challenge of jumping into the left seat. “As a Captain, you need to know your stuff and be very well-versed in the operation,” Blair shared. “Anywhere you go, you want to be an asset, not a burden.”
“For anyone interested in being a Direct Entry Captain at some of these places, if you are not comfortable with that aircraft, that’s a challenge,” Blair said. “I could not imagine being a direct entry captain on a new aircraft and never having been a captain before.”
While GoJet continues to seek qualified external talent to fill the left seat, it is also relying on its existing pool of in-house First Officers to help meet its growth goals.
“The exceptional participation in our Captain Upgrade Program, with nearly 100% of our First Officers stepping up to leadership roles, reflects the talent and dedication within our pilot ranks,” said Pennell. “The combined efforts of our Talent Acquisition team, training staff, and pilots have positioned us for continued success. I am incredibly optimistic about our future and confident that these positive developments are just the beginning.”
GoJet Airlines’ Direct Entry Captain program represents a strategic move to address the pilot shortage by tapping into a unique and experienced pilot pool. By offering competitive compensation, robust training programs, and a supportive company culture, GoJet is positioning itself as an attractive employer for qualified pilots from various aviation backgrounds. As the aviation industry continues to evolve, GoJet’s innovative approach and commitment to pilot success will be crucial in meeting the demands of regional airline operations while maintaining high safety and service standards.
For those looking to advance their careers and join a forward-thinking airline, GoJet offers an opportunity worth considering. Interested candidates can find more information and apply at gojetairlines.com.
