Here are the hiring trends I expect to dominate private aviation in 2026, based on what we are already seeing in market updates and workforce focused industry commentary coming into January 2026.

1. Pay Becomes More Transparent, And Total Package Matters More Than Ever

Salaries will increase, but the bigger change is how operators present the full deal. Candidates are comparing role packages properly now, not just headline numbers. We are seeing more allowances, sign on and retention incentives, and benefits that actually reflect modern expectations.

2. Schedule Predictability Becomes A Core Benefit, Not A Nice To Have

The industry is finally admitting something out loud: lifestyle is a hiring lever. In 2026, more operators will compete by offering guaranteed days off, pre planned patterns, and clearer duty expectations. Roster design is now part of your talent strategy. If you cannot offer predictability, you will likely pay more, hire slower, and churn faster.

3. The Technician Shortage Stays Front And Centre, And It Spills Into Business Aviation

Maintenance recruitment is not easing. Even if you are not a huge MRO, the wider shortage changes everything: time to hire, salary pressure, and the availability of licensed and type experienced engineers.

Operators will increasingly hire for attitude and fundamentals, then build internal pathways for type training and authorisations. The “unicorn only” brief is going to be the enemy of getting work done.

4. Retention Gets Budget, Not Just Lip Service

A lot of hiring in 2026 will be replacement hiring. That sounds obvious, but it changes how smart businesses behave: it becomes cheaper to keep good people than to constantly recruit. Your candidate experience is no longer separate from retention. The way you treat people during hiring tells them exactly what working with you will feel like.

5. Demand Remains Strong, Which Keeps The Talent Market Competitive

Private aviation demand has proved sticky post pandemic, and forward looking indicators still point to strong activity. That keeps pressure on crews, ops, and maintenance hiring. If your process takes weeks to schedule a first call, you are effectively opting out of the market.

6. Operators Hire For “Systems Comfort”, Not Just Flight Time Or Years Served

In 2026, the best candidates will not only be technically strong, they will be comfortable working in modern operating environments: digital flight ops tools, data driven performance, tighter compliance workflows, and more visible reporting expectations. Interviewing shifts. More scenario based assessment. More focus on judgement, communication, and how people operate in a structured environment, especially where pace is high.

7. Early Career Pathways Expand, Because Waiting For “Ready Made” Talent Is Not Working

Long term forecasts remain blunt: global demand for pilots and technicians continues to outpace supply. In private aviation, that pushes more operators to build junior pipelines and structured progression rather than fighting over the same small pool forever. aIf you can articulate a progression plan clearly, you widen your talent pool dramatically. People will accept a slightly imperfect starting point if the path is real.

What Smart Operators Will Do Differently In 2026

Move faster.

Clearer job ads with real numbers and real rosters.

Treat scheduling as an attraction tool.

Stop hiring like it's 2018.

And the operators who win talent will not necessarily be the biggest or the flashiest. They will be the ones who feel organised, fair, and decisive.

A Quick Note For Candidates

If you are considering a move this year, 2026 is shaping up to reward people who can show three things clearly: professionalism, adaptability, and consistency. The market is still competitive, but expectations are sharper. The strongest profiles are the ones that feel easy to trust.

If you want to sanity check a move, benchmark your package, or quietly understand what your experience is worth in today’s market, Menska can help.