11/09/2026
Let's have a pragmatic discussion about how Airlines recruit for their sponsored cadets.
Are airlines looking for pilots, or people who are good at applying to become pilots?
Airline sponsorship schemes receive enormous numbers of applications for relatively small numbers of training places. They have to find a way of filtering that pool down, and online aptitude assessments are an understandable and scalable way of doing that. We aren't arguing that airlines should simply abandon them.
But perhaps the industry needs to think beyond the application form.
Spend some time looking through aviation forums and communities like Reddit and PPRuNe, (not to mention the vast amount of WhatsApp groups!) and you will find an enormous amount of discussion around airline assessments. What tests are used, what questions are asked, what scores are required, which websites to practise on, which techniques work and how to prepare specifically for a particular airline's assessment process. Now, before you all come for me, there is of course nothing wrong with preparing for an assessment, I absolutely preach this. Candidates should absolutely prepare and these forums are a great resource, but....
There is a potential unintended consequence here.
We risk creating a generation of applicants who become exceptionally good at passing the recruitment process, without necessarily having invested the same effort into becoming better pilots and I think that is something airlines haven't entirely considered yet.
I regularly see people who have spent years actively investing in their future aviation career. They have completed their PPL, progressed through some of their ATPL theory, continued flying, attended flying clubs, participated in Air Cadets, invested in simulator training and coaching, attended aviation events and actively sought opportunities to develop their technical knowledge, decision-making, CRM and pilot competencies.
They are making genuine, measurable progress towards becoming airline pilots.
And yet, in some airline sponsorship recruitment processes, much of that journey can appear to count for relatively little if the candidate doesn't perform well in an online assessment.
That's where I think there is an opportunity.
Airlines could broaden the talent pipeline by engaging with the organisations that are already seeing these candidates in action.
Flying clubs, Air Cadet organisations, flight schools, simulator training organisations, aviation universities and colleges, and increasingly, flight simulation events and communities are all seeing aspiring pilots long before they reach an airline application.
There are also structured development programmes specifically designed to help aspiring pilots bridge the gap between simply obtaining licences and actually developing the competencies required in an airline environment.
AlphaPilotAPS is one example of this.
The philosophy behind AlphaPilotAPS is simple. Don't just wait until you have an airline assessment to start developing the behaviours and competencies expected of an airline pilot. Start developing them now, while you are still building your flying career.
Through structured simulator training and an airline-style operating environment, pilots can work on areas such as CRM, situational awareness, workload management, decision-making, communication and procedural discipline. More importantly, they are committing to development over time rather than simply turning up when an airline application opens.
And that is potentially valuable evidence.
Imagine an airline recruitment process where an applicant's aptitude assessment is considered alongside a verified history of development. Not just "How did you perform in our assessment?" but also "What have you actually done over the last 2, 3 or 4 years to demonstrate that this is the career you genuinely want?"
Because there is a fundamental difference between someone who says, "I'd love to be an airline pilot," and someone who has spent years putting their time, money and effort into becoming one.
The answer isn't to ignore aptitude. It also not the answer to give someone an advantage simply because they have spent money on flying.
The answer could be to look at the whole journey.
What have they done? How have they developed? Have they asked for feedback? Have they demonstrated commitment? Have they worked as part of a team? Have they developed their understanding of CRM and pilot competencies? Have they demonstrated that this is more than simply an ambition written on an application form?
At AlphaTech, we believe the latter deserves recognition.
Our job isn't to tell airlines who they should hire. Our job is to help aspiring pilots make real progress towards the cockpit. To build competencies, develop airline-style behaviours, understand CRM, improve decision-making, manage workload, develop situational awareness, learn from mistakes and operate effectively as part of a crew.
And perhaps airlines should start looking at the ecosystem around aspiring pilots as part of their recruitment strategy.
Talk to the flying clubs. Talk to the Air Cadets. Talk to flight schools. Talk to simulator organisations. Talk to aviation universities. Talk to flight simulation communities and events. Talk to the development programmes that are seeing these people repeatedly, rather than just once, on an online assessment.
Because these organisations are seeing something an online test cannot necessarily show you: the journey.
Becoming an airline pilot shouldn't suddenly begin when you submit an application.
The journey should already be well underway.
Perhaps the next evolution of airline recruitment isn't about finding another way to filter thousands of applications. Perhaps it's about finding better ways to identify the people who have already demonstrated, over time, that they are serious about the profession.
Don't just tell us you want to be an airline pilot. Show us what you've done to become one.
The best candidates shouldn't just be the ones who learned how to pass the test. They should be the ones who have spent years proving they belong in the cockpit.
So, what do you think?
Should airlines be looking beyond the assessment score and taking more account of the journey a candidate has taken to get there?
Discover more about how we can support your career on our website www.flyalphatech.com
