State of the Industry… The Airline Pilot Hiring Picture as of September 2026

It’s been a wild ride in the airline pilot hiring world these past few years, once again proving the only constant in this industry is change. After a historic pilot hiring surge between 2021-2023, most airlines pumped the brakes going into 2024 for a number of reasons. A Government Accountability Office (GAO) study showed U.S. airline pilot hiring went from 22,000 total in 2022-2023 down to just 4000 in 2024.

A major factor driving the slow-down in hiring was lack of aircraft deliveries from both Boeing and Airbus. Boeing still did not have an FAA certification approval for the B-737 MAX-700 at the start of 2024 and reduced their aircraft production schedule dramatically to focus on quality control issues. Airbus was also behind on deliveries of the A-321 NEO, citing issues with the NEO engines. These issues caused airline fleet management plans to reduce capacity and therefore, slow pilot hiring plans accordingly.

The post-pandemic years between 2021 and 2023 saw record pilot hiring, over 25,000 pilot hires at major US airlines according to Future & Active Pilots Alliance (FAPA). What we saw during that timeframe in terms of pilot hiring was unprecedented.  Major airlines reduced their required and desired hiring qualifications dramatically. For instance, many airlines changed a 4-year degree from “required” to “desired.” We also saw major airline new-hires with zero turbine-PIC time at many airlines.

The secondary effects of that hiring surge were also dramatic for the regional airlines. The major airline’s hiring spree essentially drained the pilot talent pool at the regionals. The regional air carriers responded with big hiring bonuses, retention bonuses, and increased hourly wages. Most regionals also included ATP-CTP certification as part of their training which greatly reduced the financial barrier to entry for new commercial pilots.

The post-pandemic hiring surge was, at least partly, a knee-jerk reaction to the mounting pilot shortage that had been building for over a decade; in short, the bill finally came due. The 2024 pause/slow-down in pilot hiring was the equal and opposite reaction to the hiring surge compounded by capacity shortages. The last two years have seen a return to more historic norms in pilot hiring; steady but measured hiring in response to projected age-65 retirements and cautious but optimistic, passenger demand-driven growth.

So where are we now? Good question, I’m glad you asked. The hiring outlook is still optimistic in terms of raw number of pilots needed based on retirements and organic growth. Passenger demand is still strong and almost all major U.S. airlines are still hiring at close to, if not slightly above, historic norms. That’s the good news.

So what’s the bad news? Good question, I’m glad you asked. The bad news is the competition for getting hired got tougher. However, some of that competition should be temporary. Spirit Airlines declared Chapter 11 bankruptcy in August of 2025, putting roughly 1800-2000 highly qualified pilots out on the street. Former Spirit Airlines pilot applications with other major airlines are very likely to get called for interviews ahead of less qualified candidates. Many of those pilots have thousands of hours of turbine multi-engine time (and PIC for former Spirit captains). I would expect that most of those Spirit pilots will find a new home at other major airlines by the end of this year, clearing the way for less qualified pilots coming up through the ranks in the more traditional aviation career paths.

Additionally, Boeing recently received the long overdue FAA certification for the B-737 MAX-700. Deliveries should begin sometime in 2027, hopefully earlier rather than later. Meanwhile, Airbus has stated a goal of delivering 70-75 A-321 NEOs per month by the end of 2027. If both commercial jet manufacturers can deliver on their promises, expect major U.S. airlines to ramp up pilot hiring commensurate with fleet growth (after factoring expected aircraft retirements).

With hiring returning to more historic norms, many of the post-pandemic hiring boom irregularities are going away if not already gone. Don’t expect to get hired out of a regional right-seat with zero turbine-PIC time, that was a limited-time only good deal. Four year degrees may not be required but will help you stand out from the competition. According to Aerocrew Solutions, many regional airlines no longer pay for ATP-CTP certification as part of their training program. As I discussed in the book Cockpit to Cockpit, when demand for pilots is slower, airlines can afford to be more selective in their hiring process, driving the average new-hire flight hours and qualifications up.

Erik Sabiston is a commercial airline pilot and host of the aviation industry podcast, “Making the Donuts.” In a recent episode, Erik interviewed the American Airlines VP of Flight Operations, Alan Johnson about the pilot hiring status at American Airlines. The episode titled, “The Secret that Separates Pilots Who Get Hired,” is available on YouTube.

A few key excerpts from the interview are worth highlighting. Mr. Johnson emphasized the most important thing pilot applicants can do is to build your flight time, get your 1500 hours needed for an ATP (or less for a restricted ATP), and get to the left seat as soon as possible. Mr. Johnson stated, “PIC is king!”

The other big ticket item Mr. Johnson highlighted is to, “give back to your profession.” He encourages applicants to make the industry safer and better by instructing, mentoring, and volunteering in professional aviation organizations. In his own words, “We see people who pull the ladder up behind them and we leave them alone, we don’t want them!” Again, the Cockpit to Cockpit book and e-Learning course go in depth on ways to help get your resume and application noticed, in-line with Mr. Johnson’s advice.

In summary, pilot hiring is back to historic norms, with a cautiously optimistic future. The hiring bonanza of 2021-2023 was an aberration not likely to be repeated anytime soon. The competition has increased; therefore, pilots once again have to work hard to get themselves noticed. As I emphasize over and over again in the book, getting a job is a full time job! The process may seem confusing, and overwhelming when you start getting serious about making the jump to the airlines. Cockpit to Cockpit is designed to reduce your stress, give you all the tools and information necessary to succeed, and break it down in an organized, easy, step-by-step process. We wish you blue skies, tailwinds, and smooth landings!