We were thrilled to co-host a live webinar in partnership with Porter Airlines, offering a rare, behind-the-scenes look at what it takes to build a career as a pilot at a 705 airline. Designed for current and aspiring commercial pilots, the session highlighted Porter’s hiring process, day-to-day pilot life, and their unique growth opportunities as the airline expands with the addition of the Embraer E195-E2 to its fleet.
One of the most valuable parts of the session was the resume and interview guidance provided by Porter’s recruitment team. Attendees were shown a sample resume format that clearly outlined what Porter looks for in top applicants, and the team shared practical interview tips—from how to stand out in a behavioral interview to aligning your story with Porter’s values.
The session also addressed broader industry questions, including the commonly discussed pilot shortage in Canada. Porter’s Chief Pilot, Ginger, offered an important clarification: the issue is less about the total number of pilots and more about the shortage of captain-qualified pilots. She explained how Porter is actively working with its pilot group to support captain upgrade planning, ensuring internal growth and a strong leadership pipeline in the cockpit.
We also heard inspiring success stories of Porter employees from other departments transitioning into pilot roles, highlighting the company’s commitment to internal career development and long-term investment in its team.
Missed the session? No problem.
You can catch the full recording at the link below.
Recording: Watch the Webinar
Passcode: h0Z#?zFj
Whether you’re actively job-hunting or just starting to map out your flight path, this is a valuable resource full of actionable insight.
Still have questions?
We didn’t have time to answer all of the great questions that came in live, so if there’s something you’d like to ask the Porter team or our moderators, please submit your question through the form below:
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Questions & Answers
Q1. Is it a company requirement to go direct to the Q then to the Jet? Or can you go direct to the Jet. Are you able to briefly explain the bidding process and transitioning between airplanes. Is having experience with ERJ145 is an asset to be hire on the E195? On average how many hours can a pilot fly per month
– At this time, it is not a company requirement to go first to the Dash and then to the Jet. Although, it is a preferred transition. That said, candidates who have the relevant experience and hours required for the Jet can apply directly to the Jet. The bidding process for aircraft type and base typically follows seniority, and also the operational demand.
Having experience on the ERJ145 is definitely an asset when applying to the jet. However, all new hired undergo type-specific training regardless of previous experience.
On average, pilots at Porter can expect to fly between 75-80 hours depending on the schedule but the guaranteed hours each month is 77.5
Q2. 2 part question – I’ve just turned 50 with my CPL, Group 1 and IATRA completed and looking to make a career change into aviation. I’ve been in a leadership role for most of my career, but am a low time pilot (350 hours TT). I’d like to make one move where I can build seniority and run my time out with that company to maximize my earning potential. How much consideration is given to ones background, maturity and life experience vs. total time? and Does the long term commitment play a factor in the decision making process?
– At Porter, while total time is certainly a factor in assessing readiness for the role, we also place strong value on a candidate’s overall background, professionalism, and potential fit with our culture. Regarding long-term commitment, yes, it does play a role. We’re always looking to invest in candidates who are eager to grow with the company and contribute over the long term. Our expanding network and fleet provide opportunities for progression, and we appreciate candidates who are aligned with that vision.
We would encourage you to apply when you meet the minimum qualifications. Also, I would recommend looking into the Early Connections Program. See details below:
Early Connections Program (non-FTU): A pilot wishing to be part of the Early Connections Program through Destination Porter is eligible to apply with the following criteria:
- CPL
- IATRA or ATPL exams completed
- At least 300 hours total time
- Reference letter and/or recommendation from a leader in the aviation industry. Example: CFI, Chief Pilot, Manager, Director, etc.
Eligibility Criteria:
Pilots are required to self-identify and apply to the destination porter program. Pilots who meet the above criteria may apply.
- Recommendation from a leader in the aviation industry
- Demonstrates a high level of professionalism and personal deportment during the early phases of their career. Attendance, punctuality and conduct as would be expected from an aviation professional
- Demonstrates strong work ethic, and self-discipline. Is friendly, courteous and displays leadership potential at the FTU and/or within the community and/or their current company
- Legally able to work in Canada and obtain a Restricted Airside Access Identification Card (RAIC)
Q3. How important is the cover letter and what do you look for in the cover letter if provided?
– A well written cover letter can help you stand out by showcasing your communication skills, motivation, and alignment with the company’s values. When reviewing cover letters, we look for:
- Genuine interest in Porter: Show that you’ve taken the time to learn about who we are and why you want to be part of our team.
- Relevant experience: Briefly highlight your qualifications and how they make you a good fit for the role — no need to repeat your resume, just connect the dots.
- Professionalism and clarity: A concise, well-structured letter reflects strong communication and attention to detail.
- Personality: We appreciate when your personality and enthusiasm for the role come through in an authentic way.
Ultimately, a good cover letter gives context to your application and can help leave a lasting impression — especially for candidates who are transitioning careers or bring something unique to the table.
Q4. As a pilot with a corporate background, I am interested in growth opportunities and special projects that are available to Pilots beyond the flight deck. What kind of committees, corporate work, projects are available to Pilots past the line-in-doc stage that they can engage in for career and skill development?
– It’s great to hear that you’re looking beyond the flight deck and are interested in contributing to the broader success of the organization. At Porter, we actively encourage pilots to get involved in areas that align with their interests and expertise once they’ve settled into their role past the line indoctrination stage. Some of the opportunities available include:
- Pilot Committees: These range from safety and training committees to scheduling and uniform feedback groups. They provide a platform to influence operational improvements and support fellow pilots.
- Corporate Projects: Pilots can contribute to various cross-functional projects, such as fleet integration, procedural development, or technology rollouts. Your background in leadership and corporate settings would be especially valuable here.
- Training & Recruitment: As you gain experience, opportunities may arise to become a Training Captain or participate in pilot interviews and onboarding — helping shape the next generation of Porter pilots.
- Mentorship: We also offer ways for pilots to serve as mentors, participate in outreach and recruitment efforts, or support diversity and inclusion initiatives within the company.
Getting involved in these areas not only supports personal growth but also contributes to shaping the culture and operations of the airline. We value pilots who take initiative and bring a well-rounded perspective to the team.
