The Aviation Talent Shortage No One Is Talking About: Why Sales Talent Has Become one of the Industry's Toughest Hire

When people discuss talent shortages in aviation and aerospace, it’s a recurring theme, and the conversation almost always centers around pilots, licensed engineers, mechanics, technicians, software developers and air traffic controllers.

However, there is another talent crisis quietly affecting aviation businesses around the world.

The shortage of high-performing sales and business development professionals.

After almost nearly two decades recruiting within aviation and aerospace, I've seen multiple market cycles. Today, one of the most challenging recruitment markets I have seen is for commercial professionals.

Whether you're looking for a Sales Executive, Business Development Manager, Key Account Manager, Regional Sales Manager, Sales Director, Vice President of Sales or Head of Sales, the reality is the same: the market is incredibly competitive, the best people are already employed, and traditional recruitment methods are struggling to deliver results.

AVIATION IS GROWING FASTER THAN THE AVAILABLE SALES TALENT POOL

Across the aviation and aerospace sectors, growth continues at pace. MRO providers, OEMs, aviation technology businesses, component suppliers and aerospace manufacturers are all expanding.

The challenge is that the pool of proven aviation sales professionals has not expanded at the same rate.

COMPENSATION HAS BECOME A DECIDING FACTOR

If your compensation package isn't competitive, you have little chance of attracting top-tier sales talent.

The strongest commercial professionals place increasing emphasis on:

• Bonus structures

• Commission schemes

• Revenue share opportunities

• Equity participation

• Long-term incentive plans

THE HIDDEN COST OF CHANGING JOBS

Many hiring managers fail to consider what successful sales professionals leave behind when they move.

They are often sitting on:

• Healthy sales pipelines

• Future commission payments

• Contract renewal bonuses

• Long-term incentive plans

In some cases, candidates are walking away from substantial future earnings already earned through months or years of work

WHY GUARANTEED COMMISSION PERIODS SHOULD BE CONSIDERED

One increasingly effective strategy is the introduction of guaranteed commission periods during the first few months of employment.

This reduces risk for candidates and improves offer acceptance rates, particularly where aviation sales cycles can be lengthy.

COMPANY CULTURE MATTERS MORE THAN EVER

While compensation remains critical, culture has become equally important. Candidates want to understand leadership style, autonomy, decision-making processes and whether promises made during recruitment match reality.

CAREER PROGRESSION IS A MAJOR ATTRACTION TOOL

The best sales professionals are ambitious. If organisations cannot clearly articulate progression opportunities, they often lose talent to competitors who can.

TERRITORY DESIGN CAN MAKE OR BREAK A HIRE

Top-performing sales professionals want clarity around territory ownership, account ownership, lead allocation and commission protection.

THE PLUG-AND-PLAY MYTH

Many companies want candidates already selling identical products or services. However, these individuals are often protected by restrictive covenants, non-compete agreements and customer non-solicitation clauses.

Sometimes the stronger hire is a proven sales professional with exceptional commercial skills who can learn the product, rather than someone with direct product experience but average sales ability.

WHY EXECUTIVE SEARCH HAS BECOME ESSENTIAL

Over the last 12 months, we have successfully delivered multiple commercial and sales professionals across the global aviation and aerospace sectors, from Business Development Managers through to Heads of Sales.

Every successful assignment involved:

• Detailed market mapping

• Competitor analysis

• Talent identification

• Direct headhunting

• Relationship-led engagement

• Candidate assessment

THE AVIATION TALENT SHORTAGE NOBODY IS TALKING ABOUT

The organisations winning the battle for aviation sales talent understand that compensation extends far beyond basic salary. They recognise the value of future commissions, career progression, territory ownership, company culture, leadership quality and long-term earning potential.

In today's aviation market, the challenge isn't that great sales people don't exist.

It's that everybody wants them.

If this article resonates with your sales career or businesses hiring plans, please get in touch: william.finden@oaklandsglobal.com

by William Finden

About the Author: William Finden is the Founder and MD of Oaklands Global. He is a seasoned executive search and recruitment specialist with over 16 years of experience, dedicated to the international aviation & aerospace markets. William leads Oaklands Global’s C-Suite practice and has had a successful career delivering at the executive level for a diverse portfolio of clientele including Business Jet Operators, OEM’s, MRO’s, FBO’s Airlines and Rotary businesses. To learn more about how William can assist with your next career move or to discuss your next director level hire please contact him by email: william.finden@oaklandsglobal.com