What High-Performing Airlines Expect From Recruitment Partnerships in 2026

In 2026, airline recruitment is under more scrutiny than ever. 

Hiring decisions affect training schedules, deployment and operational stability. As a result, every airline recruitment partnership is being evaluated more critically and strategically than in previous years. 

At the end of 2025, we asked our airline clients a simple but important question: 

How likely are you to recommend our services to others? 

Their responses are reflected in a Net Promoter Score (NPS), a measure based on the proportion of clients who rate a service 9 or 10 out of 10 compared with those who score it lower.  

The 2025 results were: 

• 71 for contract recruitment 

• 60 for permanent recruitment 

• 66 overall

Under standard NPS classification, scores above 70 are considered “Excellent,” while scores between 30 and 70 are categorised as “Great,” placing all three 2025 results within the top two performance bands. 

A clear majority of airline clients said they would actively recommend the partnership, and more than two-thirds rated the service better than other recruitment providers they had worked with. 

But the real value of these results lies in what drove them. 

It’s what leads airlines to rate a recruitment partnership highly and what that reveals about expectations in today’s aviation recruitment market. 

Operational alignment is non-negotiable 

The strongest feedback did not centre on speed alone. It referenced clarity, structure and understanding of internal processes. 

Airlines that rated their recruitment experience most highly had defined: 

• Approval pathways 

• Assessment stages 

• Timelines 

• Decision-makers 

Where those elements were aligned early, the recruitment process felt controlled. 

High-performing airlines treat the airline recruitment partnership as an extension of operational planning, not a parallel activity. This is particularly evident in structured contract recruitment services and long-term permanent recruitment strategies, where alignment at the outset determines performance throughout the cycle.  

Communication as a standard of professionalism 

Several of the airlines who rated their experience 9 or 10 highlighted consistency of communication in their feedback. 

They referenced responsiveness, clarity in candidate positioning and structured updates throughout the hiring cycle. 

That distinction is important. 

The highest scores were not driven solely by candidate delivery. They reflected confidence in how information was shared, how expectations were set and how decisions were supported. 

For airlines, this reinforces a broader point: recruitment partnerships are judged not only on outcomes, but on the professionalism of engagement throughout the process. 

Confidence in hiring decisions

One pattern stood out clearly in the highest ratings: confidence. 

Airlines that scored their recruitment experience most strongly did not just receive candidates; they received clarity around those candidates. 

Transparent communication about suitability, and honest positioning of strengths and limitations. 

Where that transparency existed, decision-making accelerated.  

In aviation recruitment, hiring carries operational, regulatory and reputational implications. 

High-performing airlines expect recruitment partners to reduce uncertainty, rather than simply increase options. 

The difference between a score of 7 and 10 often comes down to how confident decision-makers feel at the point of offer. 

Insights Add Strategic Value

Clients to whom we provide crew contracting solutions, in particular, rated highly the additional value provided through our market intelligence and benchmarking. 

Understanding competitor hiring patterns, availability trends and compensation movement supports workforce planning decisions. 

In 2026, airline recruitment partnerships are being judged on foresight as well as fulfilment. 

Airlines that integrate market intelligence, such as insights from our Global Pilot Salary & Market Insights Report, into their hiring strategy, position themselves more effectively than those relying solely on reactive recruitment. 

The emerging standard for airline recruitment partnerships

Across both contract and permanent recruitment, the highest scores reflected consistent patterns: 

• Early clarity 

• Structured communication 

• Decision confidence 

• Market awareness 

These are becoming baseline expectations among high-performing airlines worldwide. 

As hiring conditions remain dynamic, airline recruitment partnerships are increasingly evaluated on how seamlessly they integrate into airline operations. 

That shift, more than the scores themselves, is what defines aviation recruitment in 2026. 

What this means for airline leaders

2025 reinforced the reality that people remain the aviation industry’s most constrained and valuable resource. While wider industry factors will continue to evolve, the ability to attract, engage and retain skilled professionals remains fundamental to operational success. 

As the industry moves further into 2026, aviation organisations that place workforce strategy at the centre of decision-making will be best positioned to navigate continued growth and competition. 

If you’re reviewing your recruitment or retention strategy for 2026, our team can support you with market insight, workforce planning and tailored people solutions. Get in touch to discuss your requirements at sales@aeroprofessional.com or visit https://www.aeroprofessional.com/client-services to learn more.