In the wake of the Covid-19s, where industries around the world have re-assessed their talent strategies, airline faced a very slope challenge: how to attract new talents to a sector that was usually difficult to enter. The answer, at least for one part of the industry, came in the form of a dedicated training and development program that was designed to break the barriers and open job tracks.
“The Air Partner Academy was initially established in 2022, as part of an effort in industry to involve youth after the epidemic,” says Eliska Hill, the UK’s Vice President at Air Partner. “We have continued the program constantly over the past three years, thanks to the successes we have seen with the quality candidates who joined us through this path.”
While many sectors rushed to adapt to the facts of the workforce after birth, the flight had a very slope to climb-require specialized roles, safety protocols, and international operations deep knowledge, often specialized. This is where the programs of such an academy highlight.
“It was a valuable opportunity to care for our own talent and give the younger generation the opportunity to enter the aviation sector – which could be a challenge without previous experience,” explains Hill. “The shipping team is fully focused on our critical strategy of our time, and the academy is a vital feeding unit in the development of the team and thus supports this strategy.”
It is equally important for the academy’s mission to push towards a greater diversity and inserts in what was traditional male -dominated sector. “We also want to enable more young women in this industry,” says Hill. “Whether through education, early vocational exposure, or the creation of more comprehensive cultures, we need to continue to open doors and show that this industry is full of opportunities for those who have curiosity, curiosity and willingness to make an effect.”
A clear professional path
For many, the aviation industry can feel that it cannot be penetrated without direct experience, but programs like Air Partner Academy are specially designed to turn this narration. The academy structure provides a clear and convincing path from the novice to the professional, supported by strict training and guidance.
“Recruits will be trained to provide a set of critical charging solutions for time, including Course on board (OBC), the next flight (NFO), and a full/full charter for a wide range of customers,” explains Hill. “The typical career path will then witness that the candidates are applying to the critical account manager at the time and managing their customer portfolio.” But it is not only about technical training. Hill emphasizes the full package: “The Air Partner’s Foot Academy provides in the door to a hard -to -reach sector in a way that is in addition to a good benefits package, a travel opportunity, a path to become an account manager, and move the institution.”
Looking at the high risks, the fast -sighted nature of the time sensitive goods for time, it is not surprising that the program is selective in eating it. “We are looking for candidates with a competitive nature and hunger for sales,” says Hill. “The enthusiasm and preparation to go to the additional inclination, as it is directed to a confident solution and confidence in speaking to people at all levels.”
Those who make the pieces receive more than just education in the semester. “The training is a mixed approach in the semester and training during work.” “Candidates will learn the types of aircraft, operations, procedures, pricing structures, systems and sales technologies. We also support candidates to help enhance their most soft skills such as written and verbal communication, business etiquette and more.”
The model is rooted in the philosophy of “3e” – education, experience and exposure. Hill says: “It is a framework that encourages a comprehensive vision of development, with the realization that learning occurs through different methods, not just traditional education.”
Keep, integration and job progress
While the shortage of employment and the high rate of its rotation rocked many parts of the aviation sector, the Air Partner’s approach appears to be a violation of the direction. “We haven’t faced any major challenges with obstacles to employment,” Hill notes. “We are lucky because we have a good response to our recruitment programs.”
More importantly, the academy directly contributes to keeping and moving within the team. “We are fortunate because we have a very low rotational rate in the charging team thanks to excellent driving, employees’ opportunities for growth, and a supportive work environment,” she says.
This growth is evident in individual success stories. “Melissant Davis joined an air partner across the academy in 2023 and moved from strength to power. She joined directly from the university and offered its capabilities from the beginning. Thanks to its ability to build relationships with customers, manage daily operations, and new works were generated, Millicent was upgraded to the director of the Critical Critical account in May 2024.”
“Thomas Botis also joined academina in 2023 and also showed a lot of capabilities. He was promoted to the thermal account manager in January 2025.”
Part of what causes this upward movement is a strong focus on continuous professional development. “The shipping team is given the opportunity to develop by working on various projects,” says Hill. “For example – Mllencent recently spent three weeks at the member operations center and support the United States market.”
Technology also plays a vital role in limiting training efforts without sacrificing depth. “We use technology in a way that enables us to provide training content through various channels such as online training courses, virtual classrooms and mobile learning,” says Hill. “The learning management system and other platforms allow us to adapt the training content and the speed of the individual learner’s needs.”
From employment and recovery to professional growth and preserving it, the Academy not only connects the skills gap, but also reshapes how flying think about arrival and talent. This includes property rights.
“We are proud to be a business owner who is confident of disability,” says Hill. “We are also a member of the equal sky charter … from a demographic perspective, the employment team is working closely with the Ministry of Labor and pensions, where he attends events targeting the younger generation because this is the growth concentration for us.”
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