The BizAv Talent Crisis: Why experience is non-negotiable

By Denise Wilson

A recent routine international trip planning request turned into a wake-up call.

Late last year, I requested a quote from several well-regarded providers to ferry a client’s newly-acquired Citation CJ4 from Australia to the U.S. Shockingly, one of the flight planning companies suggested the CJ4 take the world’s longest overwater leg from Hawaii to California—leaving no room for error or emergency landings. If the aircraft needed to descend for any reason, for an engine failure or a pressurization issue or anything else, the aircraft would not have the range to make it to land and would have to ditch in the ocean.

This was not a trip that was being planned with ferry tanks.

What concerned me the most is when I brought these issues to their attention, they doubled down on the routing and suggested that they could use a route through Russian airspace as a backup. For those not in the know, Russia has banned most of the world from operating within its airspace in response to sanctions over Ukraine.

The recommendations shook me. These weren’t just oversights. They were warning signs of a deeper crisis, a shrinking pool of experienced and trained aviation professionals.

It’s a problem that increasingly puts our safety, operations and reputations at risk.

Experience Is the Backbone of Business Aviation

Business aviation demands precision, critical thinking and sound judgment. The stakes—lives, multimillion-dollar assets and operational reliability—are too high to rely on inexperience. Yet, as retirements and a shrinking talent pipeline impact the industry, the ability to attract and develop professionals with critical thinking skills has never been more vital.

Yet, as the industry grapples with retirements and a shrinking talent pipeline, inexperience is becoming a dangerous norm. The ability to attract and develop professionals with critical thinking skills has never been more vital.

Hiring individuals with the ability to analyze problems, ask the right questions and make informed decisions is essential to closing the gap. Equally important is mentoring the next generation, helping them develop these skills through hands-on learning and guidance. A strong workforce ensures safety and operational excellence while cultivating resilience in a competitive industry.

Critical roles, like dispatchers, planners and maintenance professionals, demand precision and judgment earned through years of hands-on experience. Hiring individuals who can analyze problems, ask the right questions and make informed decisions is essential to closing the gap.

Meanwhile, those retiring take their invaluable wisdom with them, leaving gaps that trial-and-error learning cannot fill.

The CJ4 ferry planning debacle is just one example of how inexperience jeopardizes safety. Without experienced eyes to challenge flawed decisions, small mistakes can snowball into catastrophic outcomes. We must mentor the next generation, helping them develop these skills through hands-on learning and guidance.

The Roots of the Talent Shortage

This talent crisis didn’t appear overnight. Several factors contribute:

Underinvestment in Training: Many organizations treat training as a cost instead of an investment. For critical roles, this leads to a workforce unprepared to handle complex or high-stakes scenarios.

Pay and Quality of Life Gaps: Over the last few years, airlines had started offering better compensation and stability compared to corporate aviation roles, which led to a mass exodus from business aviation, from senior leadership roles to pilots and mechanics. This disparity made it difficult for Part 91 and 135 operators to attract and retain top talent.

Generational Disconnects: Industry veterans may hesitate to mentor, while younger professionals face gatekeeping behaviors. Without collaboration, knowledge transfer stalls and frustration grows on both sides.

Fixing the Pipeline: A Call to Action

As industry leaders, we must address the talent shortage. One way to elevate our workforce is by focusing on hands-on experience, mentorship and critical thinking:

• Hire Problem-Solvers: Prioritize candidates with demonstrated ability to assess situations, make sound decisions and learn from outcomes. Critical thinking skills are the foundation of safety and reliability in high-stakes environments.
• Mentor the Next Generation: Pair experienced professionals with newer hires to foster skill development. Create opportunities for them to ask questions, analyze scenarios and solve problems under guidance. This mentorship is invaluable for transferring expertise and building confidence.
• Invest in Training: Establish programs that teach critical thinking through scenario-based exercises and problem-solving workshops. Equip planners, dispatchers and maintenance professionals to advocate for safety and challenge flawed plans.
• Collaborate with Schools and Industry Groups: Partner with aviation programs to provide internships and hands-on experiences. Show students how critical thinking translates into operational success, inspiring them to pursue business aviation careers.
• Make Safety a Core Cultural Value: Create an environment where every team member feels empowered to question unsafe practices or plans. Encourage a culture that rewards sound decision-making, even if it challenges the status quo.

Through enhanced hiring and mentorship programs, we can close the skills gap and safeguard the future of business aviation.

Rebuilding Confidence in the Industry

I share these challenges and solutions with empathy. As business aviation leaders, we’ve all felt the weight of balancing costs, safety and growth. But we cannot afford to ignore the talent pipeline issue any longer.

The talent crisis is about more than just filling roles. It’s about ensuring the future of business aviation remains as precise, reliable and safe as it has always been.

Experience matters and so does leadership. As an industry, we must invest in our team members to secure a safer, stronger future.

How did the flight go, you might be wondering? We engaged Shepherd Aero to ferry the Citation CJ4 to its new owner using the following routing. The flight was uneventful, quick and with the biggest risks minimized.

Denise Wilson, CAM, is founder and president of The Jet Agent. She is a Gold-level NBAA Certified Aviation Manager with over 25 years of aviation experience, including jet operations, aircraft sales and business leadership, and is an advocate for women and the next generation in aviation.