A bad hire doesn’t just set you back a few months, it can cost you six figures, damage relationships, and disrupt your entire operation.

At Menska, we’ve spent 13 years helping air charter businesses avoid costly hiring mistakes. Here’s what’s really at stake and how to make sure you get it right the first time.

The financial fallout of a bad hire

The recruitment process itself is an investment—ads, interviews, and onboarding all take time and money. But the real damage happens after a poor hire is made:

• Lost Revenue – In a sales-driven industry like air charter, an underperforming salesperson doesn’t just fail to generate new business; they actively lose potential deals. Missed targets, weak client relationships, and slow response times can cost millions over time.

• Re-hiring Costs – Replacing a bad hire means doubling your recruitment spend. Advertising, screening, and training a new employee can cost up to 30% of their annual salary—more if the role is highly specialised.

• Damage to Existing Accounts – A hire who lacks the right experience or customer-handling skills can lose key accounts, and in this industry, relationships are everything. If a VIP client walks, they rarely come back.

The reputational risks

In air charter, trust is non-negotiable. A bad hire can shake that foundation in ways that take years to repair:

• Brand Perception – A salesperson who lacks knowledge or fails to deliver exceptional service can tarnish your company’s reputation among HNW and UHNW clients.

• Internal Morale – A hire who can’t pull their weight creates frustration within the team, leading to lower productivity and even staff turnover.

• Market Positioning – If competitors consistently attract and retain better talent, they will dominate key accounts and territories, leaving you behind.

How to avoid a bad hire

1. Prioritise Industry-Specific Experience

Air charter is a unique, high-pressure environment that requires a deep understanding of client needs and sales cycles. Generalist recruiters may miss the nuances—work with specialists who know the market inside out.

2. Assess Beyond the CV

A great CV doesn’t always mean a great hire. At Menska, we evaluate a candidate’s sales track record, client relationship skills, and ability to perform under pressure before they ever reach your inbox.

3. Use Your Network (and Ours)

The best talent isn’t always actively job-hunting. Leveraging a specialist recruiter with a strong network can connect you with high-calibre professionals who aren’t applying to job ads but are open to the right opportunity.

4. Test, Don’t Guess

Structured interviews, scenario-based assessments, and reference checks are crucial. At Menska, we vet candidates through a rigorous process to ensure they don’t just talk a good game—they deliver one.

5. Think Long-Term Fit

A good hire isn’t just about today—it’s about future growth. We help clients find candidates who align with their company culture and long-term objectives, reducing turnover and maximising ROI.

Menska: Helping You Get It Right the First Time

With over a decade of experience in air charter recruitment, Menska knows what it takes to secure high-performing talent that delivers results. We don’t just send CVs—we find the right match, saving you time, money, and reputation.

If you’re looking to hire smarter, let’s talk.