Overview
SpeedJets runs a growing Part 135 charter fleet. Every open seat has an operational cost, so the hiring team measures itself on one number: time from posting a role to a type-rated pilot accepting it.
The challenge
Traditional job boards delivered volume, not fit. Most applications came from pilots without the type rating, without the recency, or without the base availability the role called for. Screening those applications took longer than the interviews did, and strong candidates were often hired elsewhere while the team was still sorting.
How SpeedJets uses FlyHire
Roles are posted with the type rating, minimum total time, and base written in as requirements, not as preferences.
Matching ranks pilots against those requirements before the posting reaches them, so the first applicants already hold the endorsement.
Every application arrives as a Smart Resume with logbook-backed hours, certificates, and type ratings in one place.
The pipeline view keeps every applicant, interview, and offer for a role on a single screen.
What changed
Screening moved out of the inbox and into the matching engine. The hiring team opens applications knowing the pilot is qualified on paper, so conversations start with schedule, culture, and start date instead of paperwork. Qualified applicants typically appear within the first day of a posting going live.
Why it matters
For a charter operator, a seat that stays empty is a trip that does not fly. SpeedJets treats FlyHire as the front door of its pilot pipeline: post once, let the matching do the sorting, and spend the team's time on the decision rather than the search.
