My experience
Aviation
Candidate search for an aviation design organisation – screening and interviews of international engineering profiles with certification know-how, incl. relocation readiness, language level, salary and motivation.
My experience
Positions filled or supported (selection)
- Aviation design & certification engineers (EASA Part 21 / CS-23)
Aviation recruiting: industry challenges – and my mandate last year
The aviation industry is under pressure: new certification requirements, long development cycles and a scarce supply of engineers with certification know-how. Profiles with EASA Part 21 or CS-23 experience take years to build – and are hardly available on the market. Anyone looking for aviation development candidates must know where they work, which certification programmes they have supported and what makes them consider a change of employer.
Aviation recruiting differs fundamentally from classic tech recruiting: it is not only about technical depth in design and certification, but about relocation readiness, language level, salary expectations and motivation. Many of these candidates are firmly tied to their employer, do not respond to standard job ads and need a personal, qualified approach.
Last year I had the pleasure of supporting a mandate that I thoroughly enjoyed: the candidate search for an aviation design organisation. I screened and interviewed 10 to 15 international EASA Part 21 candidates – looking at design and certification, relocation readiness, language level, salary and motivation. A mandate that showed how much of aviation recruiting is decided in the details – and how rewarding it is to work with people who love their industry.
Today I bring this experience to companies looking for aviation design and certification engineers: from defining the target profile through international outreach to structured interviews. The outcome is reliable candidate profiles instead of long applicant lists.