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View Full Version : 91/135 from military

RNO Flyer
08-31-2018, 11:03 PM
I'm a current military pilot looking towards the future. It seems there's not a whole lot of information out there about that transition, at least when compared to mil guys looking to go to the airlines. I've got a heavy aircraft background (right now about 3500 hours), but no experience in the VIP/air mobility world.

Anybody had some experience or insight into this transition? What could I expect as to what to shoot for as a reasonable entry point into the career? Would the right seat of a supermidsize or larger/international aircraft be a reasonable target?

Thanks for humoring the new guy questions. If there's a better place to search for info, I'd be happy to redirect as needed.

RNO Flyer
09-01-2018, 05:37 AM
EDIT: I guess I should ask what I mean - corporate (91) or executive (135).

galaxy flyer
09-01-2018, 05:48 AM
First, you’ll need to learn the business. 91 is private owner, 135 is “for hire” carrier. Corporate usually means privately owned, not for hire. Executive has no meaning here. Two different regulatory rules under the FAA.

As to transition, depends on where you want to settle, what’s being operated there, contacts, who’s hiring. What’s your background?


galaxy flyer
09-01-2018, 06:56 AM
There are lots of opportunities, send a PM

09-01-2018, 07:34 AM
Join NBAA, look at their jobs postings.

There isn't the same level of info out there regarding mil-to-corporate because, frankly, not that many mil guys/gals are interested (everyone going to the airlines), and it's a smaller pond in the first place.

Part 91 operations tend to be much more of a "who you know" group as far as hiring. Part 135 operators, the bigger ones at least, have a more airline-like hiring process, and often starting at one of the 135 operations can open doors in the Part 91 world as you meet people and learn about other operations out there.

I was always a "pilot shortage" sceptic. But it's happening. Corporate, in some markets, is being decimated and the huge vacuum that is the airline industry is just getting started. There are opportunities. But beware: in my estimation there are 10% of corporate operations that are like winning the lottery (good pay and bennies, great people and manageable schedule), about 20% that are pretty good, but some aspect or another (pay, schedule, 401k) is lacking, and the remaining 70% are $hit. Hopefully these 70%ers feel the pain of the pilot shortage and either up their game or go the way of the Dodo.

Good luck in your post-mil job search.

09-01-2018, 11:43 AM
A not insignificant challenge will be convincing potential employers that you will not head to a legacy airline soon.

09-01-2018, 12:01 PM
A not insignificant challenge will be convincing potential employers that you will not head to a legacy airline soon.


Expect to have to pay for your own type rating for the honor of being considered for hiring many of the gigs.

galaxy flyer
09-02-2018, 01:55 PM
In today’s market, or any previous market, buying a bizjet type was foolish and unnecessary. Employers will get you the training, worst case a one year training bond.


09-03-2018, 02:06 PM
A not insignificant challenge will be convincing potential employers that you will not head to a legacy airline soon.

Always odd to quote oneself, but..... My point is that if you are retired military, I think you’d be a safe hire, and an easy sell. And could very well also be if separating prior to twenty, you’d just need to articulate your passion for customer service and independent ops. All real benefits to 91/135:) Concur with GF also, no need to pay for a type rating, that would be reason enough to continue your search.

Frozen Ronin
09-16-2018, 06:04 AM
Cobalt has a point; I've had luck by emphasizing my need to support my family first. When they ask where I see myself in 5 years, I tell them as a part of a healthy family, enjoying an awesome relationship with my wife. It opens the conversation to QOL, schedules, do they have pilots that can backfill for sick calls, what is the company culture on family inclusion, etc. It really helps find those ops that are in the top 10%. The rest are value added; in terms of providing the experience in the business, networking, contacts, etc.

These days, if a company hasn't got an answer for vacation coverage or sick calls, I thank them for their time and leave. It's sad how many operators give the deer in the headlight look, when pressed for specifics on how they support a healthy family life with their employees. That usually means it's the first time this month that they've had to think about it.

Good Luck, RNO! Now is the time to get out there and do this! Galaxy, good words, as always. Mink and Otter, as well! Wait, how'd that happen? Cool....

Safe Travels~