The insurance markets are low right now and the competition between underwriters is so fierce that they will do anything for a large fleet policy or to keep one. We have had no issue getting a 250mil liability policy with Chief Pilot approval and sim training completed by FSI or CAE as appropriate as an open pilot clause. You just need an insurance broker that will actually work for you and a little history.

Not sure insurance is an issue so much as a convenient excuse.

We are a one plane operation with 500Mil currently, and not one of us had time in type when we started the department...and it wasn't an issue in the least.

Time in type is great, if it comes with a good person who is a good fit. Its certainly not a priority. An airplane's an airplane once you have some solid experience. Only the lowest of the low hire based strictly on time in type, and thats usually because the only people they hold may not be too strong and they just need someone who can walk in and be a Captain tomorrow. MOST quality outfits don't work anything like this. Of course, finding a great guy WITH time in type is fantastic...and often the better jobs have no problem finding this, especially on more common aircraft.

I just wish people would stop using such BS as an excuse and just say "Thanks for applying but we have hired another candidate"

Time in type doesn't carry much weight to me but its a reality of corporate aviation, thank you insurance companies.

I often sign off PIC's to carry the traveling public in widebodies Trans Atlantic with as little as 25 hrs in type without any reservations at all. It's all about the professionalism of the individual and the quality of the training. If I were a flight department manager I would go for attitude and overall experience way ahead of time in type, or type rating for that matter. When a flight department is hiring and limits interviews to only those current and qualified, I feel that they are shorting themselves the opportunity to find the best.

If I were rich enough to own a private yacht and travel the world with my family and wanted to hire the best captain, I would not necessarily hire the one that knows the most about my Fedship, I'm going to hire the one who knows the most about the friggin ocean!
CG

Time in type is a sign of the times, patience will prove otherwise.

Having done hiring, both AF Reserve and Corporate, may I offer a few observations:

First, i cant disagree with any of the above, Now Corporate is right on the mark. Hiring managers often have a stack (100-500) resumes to weed through. Nobody is going to interview 100 or 500 people to find that #496 is THE perfect person. Character and personality count a lot, but time bears on the problem. If you're hiring, you're probably busy flying, doing admin stuff AND interviewing. Anything that simplifies the process is welcome. Just reading and sorting a 100 resumes is tiring.

Next, Human Resources, by whatever name, likely is involved and wants to be able to justify the selection, usually credentials matter to these types. Creds are objective, easy to justify if there is discrimination suit threatening and creds look like everyone did their job. They also want to save money, it's real expensive to hire nd train, mistakes cost. The HR guy or gal probably knows nothing about the department, its mission, flying but they do know the pitfalls of a bad selection. They are conservative.

Now, you're the Chief Pilot, you have to make the selection. If you choose the great personality and character, but no corporate flying experience and it does NOT work out, poof you're an idiot. Grab the guy with current experience, a rating and a recommendation and it doesn't work out; of well, he was great on paper goes the explanation. The system presenting drives conservative decisions because of the sheer number of good candidates WITH ratings and experience.

To the OP, it's not fair, but that's the reality. Good departments will try to hire good people and pay for the training, but right now, that's exceptional.

My advice, work on your credentials, of course. Networking is not spreading business cards and resumes, it's about getting your name and reputation known widely, by always doing good work. KNOW your target jobs--the company, their business, their people. I got my present job because years before I was looking, (13 to be exact) I did a favor for a guy who was happy to take my resume and "carry my flag" for the position when I asked. It's tough now but it will change.

GF

Even if you do not have the "time in type" apply.