The Pilot Pipeline Problem: Creative Solutions to Bridge the Experience Gap

The aviation industry is facing a growing challenge: demand for pilots is increasing, but the supply of experienced crew isn’t keeping up. Airlines worldwide are grappling with the impact of retirements, rapidly increasing passenger demand, and the time and cost required to train new pilots. This mismatch has created a widening experience gap, particularly at Captain level, which threatens operational stability and future growth. 

At AeroProfessional, we’re currently reviewing and analysing our 2025 Global Pilot Pay & Conditions Survey, which has gathered responses from over 2,000 pilots worldwide. While the full report is still in progress, early analysis has already revealed some important trends that help explain why the pipeline problem persists, and what can be done about it. 

Early Findings From the Survey 

• Pay alone isn’t enough – While salary remains vital to attract pilots, our data shows it’s just one piece of the puzzle. Pilots are also weighing factors like stability, career progression, and flexibility when making career decisions. 

• Regional differences are stark – Mature markets like North America, the UK, and Europe display more consistent salary patterns, while Africa, APAC, and South America show far greater variation, reflecting differences in market maturity and airline models. 

• The Captain shortage is real – Feedback from pilots points to growing pressure at the Captain level, with many airlines struggling to replace retiring crew quickly enough to meet operational needs. 

Strengthening the Pipeline 

To tackle the experience gap, airlines must go beyond traditional recruitment and think creatively about how to build and retain talent. Here are five approaches we’ve seen make a real impact: 

1. Fast-Track Future Captains 

   Structured upgrade programs can accelerate the progression of skilled First Officers into Captain roles, supported by mentoring to develop leadership as well as technical expertise. 

   
   

2. Flexible Employment Models 

   Workforce needs vary across regions, and flexible models allow airlines to scale quickly to meet demand, tapping into additional talent pools without long-term commitments. 

   
   

3. Extend the Careers of Experienced Pilots

   Offering tailored roles, such as seasonal schedules or part-time flying, can help retain senior pilots longer while creating opportunities for knowledge transfer. 

   
   

4. Global Talent Sourcing

   Some markets are under-utilised. By offering relocation support and training for licence conversion, airlines can unlock talent from new regions and diversify their pilot base. 

5. Stronger Training Partnerships 

   Collaboration between airlines, training schools, and regulators can help streamline the transition from newly qualified pilot to operational readiness, reducing time-to-productivity. 

Why This Matters 

The pilot pipeline problem isn’t just a future threat, it’s impacting airlines today. Our early survey findings highlight the need for data-driven workforce planning and more flexible, innovative approaches to pilot recruitment and retention. Those who act now will be best positioned to stay ahead of demand in the years to come. 

Download the Full 2025 Global Pilot Salary & Market Insights Report

This article shares just a glimpse of what we’ve uncovered.

The full 2025 Global Pilot Salary & Market Insights Report is now available, featuring:

• Detailed salary benchmarks by region, aircraft type, and pilot role

• Global workforce trends including job mobility, contract types, and lifestyle priorities

• Actionable insights to support hiring, retention, and strategic planning

Download the Report

Final Thought 

The pilot pipeline problem is complex, but it’s not insurmountable. With creative solutions and a data-led approach, airlines can bridge the experience gap and build a resilient, skilled workforce for the future of aviation.