On the Record: Craig Washka, Director of Pilot Recruitment and Development

His AirNet Express résumé says it all. Having spent 19 years in integral flight operations positions, Director of Pilot Recruitment and Development, Craig Washka knows virtually every nuance of flying for his company. He began as a line captain out of Pittsburgh in 1984, then became a company flight instructor, check airman, assistant chief pilot, and director of training. In 1998, he had a revelation: “I realized I was spending 90 percent of my time recruiting and hiring pilots, and I thought, ‘That’s what I ought to be doing!’”

Early this spring, Washka spoke with ALPC’s Stephanie Stephens about AirNet’s pilot hiring process and what the company offers to potential pilots.

ALPC: How many pilots will AirNet hire this year?
Washka: We’re on target to hire at least 30 in 2003. If AirNet picks up any new work—and we have lots of irons in the fire—we may do some pretty serious hiring again. We receive 300 to 400 résumés each month. Last year we received 4,991 applications.

I should add that we employ more than 1,000 people currently, and more than 200 pilots. AirNet flies 2,500 trips weekly to more than 100 cities in 42 states. I am really proud of the fact that our on-time performance record averages 98-percent plus, with no fluff in our deadlines.

ALPC: Do you actively recruit women and minorities?
Washka: Absolutely, and we have attended events such as Women in Aviation and plan to attend OBAP (Organization of Black Airline Pilots). We also recruit at colleges and universities and flight schools nationwide. We simply strive to hire the best people who desire be part of our team.

ALPC: What are your current minimums for pilot applicants?
Washka: Details are on the Web site, but basically, 500 hours total flight time, 100 cross-country, 25 of night flying. Competitively we like to see at least 1,000 hours total, 500 fixed wing, 100 hours multi, and 25 hours multi and instrument time in the last six months. Pilots applying for positions with our executive charter division, JetRide dba AirNet Private Charter, need not have a commercial single rating; however, all other available positions require that certificate and rating.

Four criteria matter: 1) CFI credentials; 2) Education. We don’t require a four-year degree, but it can spell pay dirt; 3) Extracurricular aviation activities that indicate being dedicated to flying; and 4) Desire to really want to be part of the team, with good instrument skills and a great attitude.

ALPC: How would you characterize your approach to pilot hiring?
Washka: My word is my bond and it’s important to “tell it like it is.” I don’t always paint the rosiest picture. When people ask me how we’re doing, I respond that sometimes we pinch every penny, but I never come to work worrying about going out of business, because we’re proactive here, always looking for ways to be more successful—and we find them.

I respond to all e-mails, e-mail résumés and online applications—everybody corresponding electronically gets a response. Many pilots call or write and ask, ‘Did you get my application? Will you take a look?’ I try to tell them what I believe their strengths are, and where they need improvement. If they really care about succeeding, I will work with them. I pick up the phone and I talk to pilots whenever I can; it’s important that I make myself available. I may not always return every phone call, but I do respond to all e-mails.

ALPC: How might a pilot get a “leg up” with you when it comes to applying?
Washka: Attend an AIR, Inc. seminar! Meeting people and networking are very
important. Get out there and maybe someone will hook up on your personality and call you. Be visible. It works.

So much of AirNet’s pilot selection system is based on what we’ve learned networking with AIR, Inc. and the valuable industry feedback we’ve gained from attending so many career seminars; how to evaluate résumés, applications, and how to score them. I credit the company with helping us get to where we are now. Working with the AIR, Inc. team is like working with family—they really care about people and success.

ALPC: How does AirNet’s hiring process progress?
Washka: AirNet’s application process has been paperless since 1999, so apply online and please fill out the application accurately. We’ll see a composite score, which sums you up as a person and a pilot. AirNet recommends updating monthly to keep the most current information on my radar screen. When hiring picks up, I typically look at the last three to four months’ worth of apps. So if you really want to fly here, update monthly. It only takes about four minutes a month to update.

After I review the application, if I like what I see, I’ll call you to talk and determine whether there’s a “cultural fit.” Then, if so, I’ll invite you out. Most fly on AirNet … a freighter at night. If that doesn’t work, we’ll provide transportation another way. When interviewing, we see two to four people a day, and you’ll meet different Team Members. Remember—every person you meet throughout your travels and the interview process forms an impression of you, so make it a good one.

ALPC: What traits and skills are you looking for in a new hire?
Washka: Have the desire to do the kind of flying that we do. Pick us as a company. Attitude is everything … except of course instrument flying skills, especially at AirNet because we’re a little different than a regional airline. Remember, our entry-level position is captain (single pilot, IFR, night) which is unique. It’s a challenge, because a lot of pilots are used to a two-crew environment.

Initial training is done in a high-performance twin Baron 58, a lot faster than some are used to flying in the single-pilot environment. So they have to practice or get into the mindset of flying solid IFR by themselves at night. We duplicate that in the interview in a Frasca 142 sim set up in Baron mode. They’ll do precision and non-precision approaches, encounter abnormal situations such as engine failures, partial panel. It’s probably one of the most challenging sim rides. Other companies use other tests; we throw ‘em right to the dogs. They have to talk on radio, use checklists, follow procedures; it’s very thorough.

ALPC: What presents the biggest challenge to AirNet interviewees?
Washka: The sim ride. It’s important to demonstrate good use of checklists and procedures. We recommend that any pilot interviewing get 10 hours in a Frasca 142. They don’t have access? They can come here and use ours; we’ll supply a sim for $40 an hour, plus instructor.

Even the best pilots can be challenged in the sim without proper preparation. We seek pilots with the basic skill set—pilots who can prove to us that they are trainable.

ALPC: What aircraft types are currently in the AirNet fleet?
Washka: We have nearly 130 aircraft now: 40 Learjets, including three Lear 25s, 34 Lear 35s, and 3 Lear 60s; 89 props, including 40 Baron 58s—entry level for us, where you start as captain—18 Navajo Chieftains; 16 Cessna 310s; and 15 Caravans. Our fleet plan is to replace most of our piston-prop airplanes with Caravans. We previously eliminated Piper Aerostars. Pilots start as captains in the prop aircraft and then upgrade to jets, first as first officer, then to captain.

ALPC: How long is the expected upgrade time?
Washka: The historical average upgrade time to Learjet FO is about a year and a half to two years and then another year to the left seat. Growth and turnover control upgrade time and with the industry the way it is right now, things seem stagnant, but they’re not—and things will change for the better. I’ve also seen pilots upgrade to Lear first officer in eight months and to Lear captain in two years total with the airline.

ALPC: How many pilot domiciles does AirNet maintain?
Washka: We have 23 prop bases; 23 jet bases … all over the country. Commuting isn’t recommended.

ALPC: What opportunities does AirNet offer pilots?
Washka: AirNet is a great place to stay and have a great career, or we support pilots desiring to move forward through the industry when hiring resumes. Remember, always do your best in whatever you strive to achieve. We provide training and skills to put some serious PIC time in the logbook.

Oh, and don’t forget JetRide, our passenger side. I’ve hired three furloughed pilots as captains, and we don’t make them resign their seniority number. We’re looking for a handshake that says, “If we help you, you’ll help us.” We expect at least a two-year commitment, and we believe your word is your bond. JetRide has seven of its own jets, four Lear 35s and three Lear 60s. The 60 is a stand-up airplane, all-glass cockpit, lav, basically a small regional jet. So, a pilot can start at AirNet as a captain in a prop airplane flying freight, then move into the right seat on a passenger or freighter Lear with a pay raise, then to Lear captain flying people or freight. There’s lots of opportunity. And by the way, all jet training is done at SimuFlite.

ALPC: What makes AirNet an attractive employer considering the current state of the airline industry?
Washka: The reality is that this industry is volatile and you need to be prepared to weather the storm. There is no such thing as job security. Always keep your portfolio ready to go, with good valuable flight experience—the PIC time you gain flying with AirNet.

Not to mention that we’re very young, very progressive, and companies like this survive and are not so affected by hard economic times; we’ve never furloughed a pilot in the history of this airline, and don’t plan to—and our checks have never bounced. It’s hard to put a price tag on intangibles like those.