Leadership on the flight deck sets those apart from the general pilot population—and there are ways to build your capabilities in this regard with greater assumption of authority along the way. We spoke with longtime FLYING contributor Pia Bergqvist about her journey from a well-rounded general aviation pilot to the left seat of a regional airliner—and, most recently, to the right seat of a Boeing 737 for a major U.S. airline. Her experience illuminates one way to accomplish the goal of becoming an airline pilot, and in this Q&A she shares her tips for being prepared when the opportunity knocks:

FLYING Magazine (FM): How did you know you wanted to pursue a career as a professional pilot, and specifically as an airline pilot?

Pia Bergqvist (PB): I grew up in Sweden and dreamed of being a pilot since I was 8 years old. Unfortunately, the challenge in researching the path to get there in the era before the internet, along with the fact that I was a woman desiring a very male-dominated profession, made my dream job seem unattainable.

• READ MORE: Airline Pilots Must Not Dismiss Mental Well-Being

I finally began pursuing my career in my late 20s. One of the first things I did was to become a member of Women in Aviation International, and I attended the conference in 2000. I remember visiting several airline booths and being blown away by all the women who were airline pilots. At that time, the one that stood out the most was FedEx, where I met a Swedish pilot who described her job. She flew all over the world, had lots of time off, and made enough money to live by the beach.

FM: When you committed to the pursuit, how did you identify the airline(s) you wanted to aim for? How did that choice affect your plans for training and what you needed to have on your résumé before applying?

PB: At the time when I started flying, I would have needed a significant amount of time flying as captain of a twin-turbine aircraft, preferably at a regional airline, before applying for a position with a major airline. While FedEx was my top choice, other attractive choices included United, American, Continental, and UPS, as they were all flying internationally.

I based my pick of potential regionals on advice from flight instructors at the flight school where I received all of my primary training—Justice Aviation in Santa Monica, California. The regional airlines of choice on the West Coast were SkyWest, Mesa, and American Eagle. I applied for my first airline job on September 10, 2001. As a result of the tragic events that followed the next day [on 9/11], I shelved my airline dream for nearly two decades.

FM: How did you build time before applying? What were the minimums when you made the application 20 years ago versus five years ago?

PB: When I first started flying, pilots were getting hired by regional airlines with as little as 1,000 hours of total time and a hundred hours of twin time. The industry was booming. I built most of my flight time through flight instruction before sending in my application with about 900 hours [under] my belt. I also built some twin time by flying from Torrance, California, to Nantucket, Massachusetts, and back in a Beechcraft Duchess.

At that time, the interview process was much more rigorous than it is today, and applicants had to have the written ATP test completed. Regionals also conducted cognitive tests and simulator evaluations.

• READ MORE: Airline Pilots Flying to Age 67?

Today, the FAA requires airline pilots to have at least 1,500 hours (or 1,000 through a limited number of approved flight training programs) and to complete an ATP-CTP training program before they can take the controls of an airliner—a change that resulted from the Colgan Air crash in 2009. Most airlines these days, whether regional or major, only require an application

and an interview. Whereas the major airlines used to require turbine PIC [pilot in command] time, some pilots are now hired with just a few hundred hours as a first officer.

FM: What tips do you have for that first interview?

PB: The most difficult part of getting hired with a major airline is actually getting to the interview stage. Stay in touch with the captains and flight instructors that you fly with. They will be a great resource when it comes time to apply as you will need several letters of recommendation. Meeting with the hiring teams at job fairs, meet-and-greets, and aviation conferences are also a good way to get your foot in the door.

There are many things that go into a successful interview. Make it clear that you really want to be there. Go in with a positive attitude. Dress well and make sure you’re groomed to look the part. Professional interview coaching companies, such as Emerald Coast, Cage Marshall Consulting, Raven Career Development, and Career Takeoff, are almost a must for a successful airline pilot interview. They will provide practice scenarios, targeted to your airline of choice, that will develop the confidence you need as you sit down to get grilled.

FM: How did initial training at the regional go? What tips would you give for a prospective pilot to help them prep for success in training?

PB: The initial training at the regional level can be very challenging. There are many new concepts that go into flying in a professional crew environment versus flying in general aviation.

Get familiar with the flows, callouts, and other procedures that are written into the company’s standard operating procedures [SOPs] manual as early as possible. The only way to learn these procedures is by constant repetition, so having a “paper tiger”—basically a printed version of the flight deck layout—and using it for chair flying is a very good way to get ready. Understand that it can take hundreds of repetitions to learn the proper procedures to an acceptable level. Just keep going.

Practice the flows, callouts, and procedures for normal, non-normal, and emergency operations until they’re perfect. And keep practicing them during times when you’re not in simulator training or the actual airplane. Being able to immediately and accurately execute emergency procedures is critical in those rare and unexpected situations, such as an engine failure.

FM: What was upgrading to captain like?

PB: When it came time for me to move from the right seat to the left seat, it felt very much like it felt to become a flight instructor. I questioned whether I was really ready to be the one in charge of the ship.

The key to success was channeling what I had learned from the captains who I enjoyed flying with as a first officer. So, pay close attention to what the captains do to get the airplane off the gate; how they deal with challenging situations with passengers, gate agents, and rampers; what they do if there is an maintenance issue or emergency, and so on. The schoolhouse upgrade training is great, but the more experience you have seeing how the real-world operations go, the better.

The training is basically identical to the first officer training, albeit with different flows and more responsibilities. Often, captain candidates are paired with first officers through the training and check rides. Your partner can make or break you, in either seat, so do your best to find a good one.

FM: When did you know you were ready to apply for the next step, the majors?

PB: Most people in the industry consider [this to be] an unprecedented time in airline pilot hiring. Everyone I flew with, whether captains or first officers, at the regional airline was talking about moving on.

There were many first officers I flew with who moved on before I did. There were some things in my personal life that held me back, and I thoroughly enjoyed my time at the regional airline, [but] it was time to move on. The working conditions, destinations, pay, and retirement plans are more attractive at the majors, even with the huge pay bump we got at the regionals in 2022.

I was proud to be a regional airline captain. But now I feel like I have reached the pinnacle of my career.

FM: How did you approach that training differently, knowing what you know now?

PB: I found the training at the major airline much more relaxed. Perhaps it was because I was more prepared and ready for the hard work that is required of pilots in airline training departments. But it appeared to me that the level of respect at the major airline was higher.

At the regional level, there were hard limits on how many extra hours of training pilots could receive or how many events could be unsuccessful before they let a trainee go. As a result, the stress level was high.

From my very loosely gathered data, it appears that about 15 percent of the trainees at my regional airline were let go for one reason or another. That stressor didn’t exist at the major airline where I trained. We were made to feel very welcome and part of the family.

FM: What qualities do you think pilots need to cultivate to shine in a sea of candidates for the same role?

PB: Be professional, both in appearance and the way you handle yourself. Be prepared. Make sure you keep current on company SOPs, FARs, and instrument procedures, how to interpret weather data, and other details that you should be familiar with as a professional pilot. Build relevant flight time. Volunteer with aviation organizations to show your passion for the profession.

If you’re applying for a major airline job, go the extra mile and visit a job fair, conference, or meet-and-greet to get your name on the radar. Keep in touch with people you’ve met, and treat people with kindness and respect. Before an interview, seek help from one of several airline interview prep companies, but find a way to be yourself.

The stakes are way too high to just “wing it.”

This Q&A first appeared in the March 2024/Issue 946 of FLYING’s print edition.

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According to the NAA, as a founding board member of WAI, Bosco helped create multiple platforms to nurture, educate, and inspire future generations of aviators. She helped establish WAI’s Young Professional Advisory Group, Super Mentor Program, and  Jobs Connect platform. One of her largest and most impactful collaborations was with Embry-Riddle Aeronautical University for the online course “‘Leadership for Women in Aerospace and Aviation,” which has drawn more than 2,200 attendees. 

At the present time, Bosco serves as co-chair of the Aviation Accreditation Board International Industry/Educator forum. The group’s focus is to promote collaboration of industry and educators to cultivate the next generation of aviation and aerospace professionals.

“I am thrilled and honored to be the recipient of the Brewer Trophy,” Bosco said. “Throughout my career, I have loved sharing the excitement of opportunities afforded by aviation and aerospace with both career seekers and enhancers—in the hope that they will power our industry forward to even greater heights. So many past Brewer recipients have been lifelong friends and mentors and an inspiration for my own passion for aviation education. I am humbled to be included among this esteemed group of professionals.”

Said Amy Spowart, NAA President and CEO: “Few people in our industry have the drive and passion that Cassandra has. Her impact has created meaningful exposure and lifelong opportunities for all who desire a place in our industry, especially women and minorities. She is a staunch ally and friend of aviation around the world.”

H2: About the Brewer Trophy

The Frank G. Brewer Trophy. established in 1943,  is awarded annually to an individual, group of individuals, or organization for significant contributions of enduring value to aerospace education in the United States.

The Brewer Trophy is under the care of the National Aeronautic Association, a nonprofit membership organization devoted to fostering opportunities to participate fully in aviation activities and to promoting public understanding of the importance of aviation and space flight to the U.S..

Among the past recipients are the Aircraft Owners and Pilots Association’s You Can Fly program, aviation educators and founders of King Schools John and Martha King, and Women in Aviation founder Dr. Peggy Chabrian.

The selection committee for the 2023 Frank G. Brewer Trophy includes Frank and Robert Brewer and Jana Denning, NAA board of directors; Jim Gregory, 2020 Brewer Trophy recipient’, Susan Mallett, 2022 Brewer Trophy recipient; and Shannon Weidekamp, Equus Flight Academy.

The Brewer Trophy will be presented on a future date and location to be determined. More information and a complete list of previous recipients can be found here.

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Women’s aviation clubs and organizations have a special interest in mentoring aspiring professionals to strengthen their networks and encourage colleagues to persist and excel in their careers, especially during difficult times.

• READ MORE: Seeing Yourself In the Left Seat

Airline pilots, for example, are expected to “pay their dues” on the path to the captain’s seat, and the journey can be long, rough, and even discouraging. This can be even more difficult for women, who might have less built-in support than their male colleagues. Having the guidance of a mentor who has successfully navigated the same process can make a significant positive impact.

A growing number of women’s groups in aviation offer structured mentoring programs that can make the difference between sticking with an aviation career or giving up. Below are just a few examples. There are many more based regionally, locally, or within individual companies.    

The Ninety-Nines

ninety-nines.org

The Ninety-Nines say leadership positions within the aviation industry are increasingly becoming available to women. Through its Professional Pilot Leadership initiative, or PPLI, the group says it is working to prepare its members for the additional challenges and responsibilities that come as one ascends the corporate ladder or an airline’s seniority list. The program is designed for actively flying members pursuing careers as professional pilots or who are established in their careers and looking to advance.

• READ MORE: When Women Earned Their Wings: the USAF’s First Crop of Female Pilots

The Professional Pilot Leadership Initiative (PPLI) aims to accelerate the advancement of women in all pilot professions, facilitate dynamic mentoring, and enhance our leadership role in the aviation community. The program provides highly motivated 99s with the tools to develop their careers and leadership abilities. Through guided activities and formal mentoring partnerships, it strengthens and expands the network of women pilots.

The PPLI includes three phases, starting with the five-month Captain phase, during which participants develop a formal “flight plan” for achieving career goals in the short term. Next comes the Captain’s Circle phase, which adds peer mentoring to continued work on the personal career plan. During the final Navigator phase, you have the opportunity to share your skills, experience, and guidance with another woman pilot in the Captain phase.

Women in Aviation International

Wai.org

Women in Aviation International’s mission is to encourage and promote women with careers and interests throughout aviation and aerospace. Its membership includes a wide range of professionals, including pilots, astronauts, maintenance technicians, engineers, flight attendants, educators, journalists, and many more.

WAI also offers educational outreach programs through its Girls in Aviation Day program for girls ages 8 to 17. The program seeks to raise awareness of aviation careers among young people and familiarize them with the range of professional possibilities across the industry. The organization has also taken its publication, Aviation For Girls, to twice a year to reach more young people.

• READ MORE: Building Tomorrow’s Aviation Mechanic Workforce with Women

The organization last year also began revamping its Mentor Connect program for members to take advantage of evolving technology that eases the process of matching mentors and mentees using their individual profiles. Mentor Connect is designed to help mentors and mentees schedule meetings, set goals and milestones, and track their progress.

International Aviation Womens Association

iawa.org

IAWA’s NextGen programs, including scholarships, internships, and mentoring, are designed to strengthen and expand the network of professional women pilots and engage its members in helping women navigate the path to careers in aviation. Through continued professional development, the group seeks to cultivate the next generation of leaders across the varied landscape of professional aviation.

In keeping with its stated mission to “connect, inspire, and lead,” the organization builds its membership through identifying and mentoring  “outstanding young women who are poised to make a difference in the future of the industry.”

• READ MORE: These Women Impact the Bottom Line for the Aviation Industry

The group’s volunteer mentors and mentoring committee help organize numerous events across the country aimed at attracting new members and supporting their aviation pursuits. New members seeking mentors can apply to the program, which includes developing a personal profile that helps ensure a good match between mentor and mentee.

Sisters of the Skies

sistersoftheskies.org

As an organization of and for professional women pilots of color, Sisters of the Skies focuses on youth outreach programs to give girls a chance to meet women pilots in uniform, take discovery flights and discuss possible careers in aviation. One of the group’s goals is to raise awareness of aviation as a realistic profession that they should consider. 

The group says its membership comprises professional black women pilots who represent less than one-half of 1 percent of the overall professional pilot population. There are fewer than 150 black women pilots in the U.S. who hold commercial, ATP, military, and/or CFI certificates, according to the organization’s statistics. Its goal is “to drastically improve these numbers” through mentorship, professional development, STEM education, and scholarships.

• READ MORE: Sewing for Boeing

Sisters of the Skies developed its Cohort Program to promote mentoring for women of color seeking careers as pilots. The program focuses on expanding and strengthening the professional network for its members and driving professional development. The Cohort Program uses the Slack app to group mentees with mentors and provides support and guidance based on each individual’s level of training.

The post Mentoring Programs Aim To Boost Ranks of Women in Aviation appeared first on FLYING Magazine.

The three-day event this week in Long Beach, California, hosts professional development, networking, and education sessions for aviation career paths, while a handful of special tours take place on Wednesday, February 22, before the main event begins and runs from February 23 to 25.

Last year’s conference, in Nashville, hosted more than 4,500 attendees from around the world and more than 170 exhibitors.

Industry Briefings

The primary value of the conference to many attendees has traditionally been its role in helping match candidates with jobs at leading companies in the aerospace industry. While developed to assist women with attaining their career goals, these opportunities have been open to those of all genders who are members of Women in Aviation International.

The 2023 conference industry briefings start on Thursday, February 23, featuring Alaska Airlines/Horizon Air, UPS, Airbus, JetBlue, Delta Air Lines, American Airlines, PSA Airlines, SkyWest Airlines, Frontier Airlines, The Boeing Company, Southwest Airlines, and United Airlines, with additional sessions from governmental organizations such as the FAA, and Customs/Border Patrol. Opportunities continue on Friday and Saturday, coupled with hiring events.

General Sessions

On Friday, the first general session features keynote speakers Dr. Michelle Parker, vice president and deputy general manager for the space and launch division of Boeing Defense, Space & Security; Col. Merryl Tengesdal (USAF Ret.), the first and only Black woman to pilot the Lockheed U-2S Dragon Lady; and Dr. Susan Ying, senior vice president of global operations for Ampaire. For Saturday’s general session, keynote speakers include Maya Ghazal, UNHCR Goodwill Ambassador and Syrian pilot; Sherrexcia “Rexy” Rolle, vice president of operations and general counsel for Western Air; Huy Kim Tran, director of aeronautics at the NASA Ames Research Center; and Paige Stanton Wilson, chief operating officer for Acubed.

Education Sessions

A variety of topic streams are featured at this year’s conference, including lean manufacturing, airspace in the modern age, and mental health in both pilot and maintenance careers. Longer sessions take place on Thursday, with additional one-hour presentations on Friday and Saturday beginning after the general sessions each day. These cover tracks such as personal development, career, maintenance/tech ops, military, history, and innovation.

The closing banquet on Saturday night announces the last of the scholarship winners for the year—with a value of $889,140 for the taking—and hosts the induction of the 2023 members to the Pioneer Hall of Fame. This year’s inductees include Martha and John King, Nancy Bird, and Col. Merryl Tengesdal.

Girls in Aviation Day on Saturday

Just like last year, WAI will bring in girls from ages 8 to 18 from around the region on Saturday, February 25, to take part in Girls in Aviation Day, part of the organization’s events throughout the year that culminate in GIAD 2023 on September 23.

For the Saturday portion of the conference, activities run from 8 a.m. to 3 p.m. Throughout the day, hands-on activities lead participants through a broad range of aerospace touchpoints and concepts. A luncheon features Stephanie Chung, global ambassador for Wheels Up, and a career panel will introduce the girls to a variety of career paths. Preregistration is required.

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