It’s not just about flying. It’s about fitting into a system that runs on precision, pressure, and polish. Getting hired by a jet company, whether you’re aiming to be a pilot, a flight attendant, a ground crew member, or part of the operations team, takes more than just a resume. It takes timing. It takes knowing the rhythm of the industry. And yeah, it takes hustle.
Step One: Understand the Landscape
Private aviation isn’t commercial aviation with nicer seats. It’s a different beast. Smaller teams. Higher expectations. Faster turnarounds. You’re not just moving people — you’re managing experiences. That means knowing the difference between a Gulfstream G700 and a Bombardier Global 7500 isn’t trivia. It’s survival.
In 2024, the global private jet market employed over 120,000 personnel, with Dubai alone accounting for nearly 6,000 across charter operators, FBOs, and support services. That number’s expected to grow by 8% in 2025. So yeah, there’s room. But it’s competitive.
Step Two: Pick Your Role — Then Go Deep
You can’t apply for “anything.” That doesn’t work here. jet hire companies want specialists. Pilots with type ratings. Cabin crew with luxury service training. Dispatchers who know ICAO codes like their own birthdays.
If you’re aiming for flight crew, you’ll need hours. Real ones. Most operators in Dubai require at least 1,500 flight hours for captains and 500+ for first officers. Cabin crew? Experience in premium hospitality helps. Think Emirates, Etihad, or boutique hotel chains. Ground ops? You’ll need certifications — ramp safety, dangerous goods handling, and ideally, a GCAA license.
Step Three: Build a Network — Quietly
This industry runs on referrals. Not job boards. You want in? Start showing up. Aviation expos. Crew lounges. LinkedIn groups. Talk to people already in the game. Ask questions. Don’t pitch yourself too hard. Just be present.
Jetex, for example, fills nearly 40% of its new roles through internal referrals. Royal Jet? Similar numbers. The jobs aren’t always posted. They’re passed around. Quietly.
Step Four: Tailor Your Application
Generic resumes get ignored. You need to speak the language. Mention aircraft types. Routes flown. VIP protocols. If you’re applying to a company that runs mostly Gulfstreams, don’t talk about your Airbus experience. It’s not relevant.
Cover letters? Keep them short. Focused. Mention why you want to work in private aviation, not just aviation. There’s a difference. It’s about flying, the other’s about service, discretion, and speed. And yes, presentation matters. You’re applying to an industry that obsesses over detail. Typos? Bad formatting? That’s a no.
The Interview: It’s Not What You Expect
You won’t be asked about your five-year plan. You’ll be asked how you’d handle a last-minute flight change. Or a demanding passenger. Or a weather delay in Nice with a client who refuses to wait.
They want to see how you think, how you react, how you stay calm when things go sideways. Some operators run scenario-based interviews. Others do trial shifts. You might be asked to shadow a crew for a day. It’s intense. But it’s fair. They want to see if you fit — not just if you’re qualified.
Training: The Real Filter
Getting hired isn’t the end. It’s the beginning. Most companies run internal training programs. Jetex, for instance, has a two-week onboarding for new hires, covering everything from client etiquette to aircraft systems.
Royal Jet’s cabin crew go through luxury service simulations, including wine pairing and cultural sensitivity modules. Fail the training? You’re out. No hard feelings. Just standards.
Final Thoughts
Getting hired by a jet company isn’t about luck. It’s about alignment. You need to match the pace, the tone, the expectations. You need to know the aircraft, the routes, and the clients. And you need to be ready to move fast.
It’s not glamorous all the time. It’s not easy. But if you get in? You’re part of a world that moves differently. Quietly. Precisely. So yeah, polish your resume. But more importantly, polish your mindset.
