In the wake of the Covid-19 pandemic, as industries worldwide reevaluated their talent strategies, aviation faced a particularly steep challenge: how to attract fresh talent to a sector that has traditionally been difficult to enter. The answer, at least for one part of the industry, came in the form of a dedicated training and development program built to break down barriers and open up career paths.

“The Air Partner Academy was initially established in 2022, as part of an industry-wide effort to engage young people following the pandemic,” says Eliska Hill, Senior Vice President of Cargo for UK at Air Partner. “We have continued with the programme continually over the past three years, thanks to the successes we’ve seen with quality candidates who have joined us via this pathway.”

While many sectors scrambled to adapt to post-pandemic workforce realities, aviation had a uniquely steep hill to climb—its specialised roles, safety protocols, and international operations require deep, often niche knowledge. That’s where programs like this academy stand out.

“It’s been a valuable opportunity to nurture our own talent and give the younger generation the opportunity to enter the aviation sector – which can be challenging without previous experience,” Hill explains. “The cargo team are fully focused on our Time Critical strategy, and the Academy is a vital feeder into growing the team and therefore supporting this strategy.”

Equally vital to the Academy’s mission is a push toward greater diversity and inclusion in what has traditionally been a male-dominated sector. “We also want to empower more young women into the industry,” Hill says. “Whether through education, early career exposure, or creating more inclusive cultures, we need to continue opening doors and showing that this industry is full of opportunities for those who are driven, curious, and ready to make an impact.”

A clear career path

For many, the aviation industry can feel impenetrable without direct experience, but programs like the Air Partner Academy are specifically designed to flip that narrative. The structure of the Academy offers a clear and compelling route from novice to professional, backed by rigorous training and mentorship.

“The recruits will be trained to provide a portfolio of Time Critical cargo solutions, including On-Board Courier (OBC), Next Flight Out (NFO), and Part/Full Charter solutions to a wide range of clients,” Hill explains. “A typical career path would then see candidates progressing to Time Critical Account Manager and managing their own client portfolio.” But it’s not just about technical training. Hill emphasises the full package: “Air Partner’s Academy offers a foot in the door to a sector that is otherwise notoriously hard to get into, plus a good benefits package, the opportunity to travel, and a pathway to become an Account Manager, and move higher up the organisation.”

Given the high-stakes, fast-paced nature of time-sensitive cargo logistics, it’s no surprise that the programme is selective in its intake. “We’re looking for candidates with a competitive nature and a hunger for sales,” Hill says. “Enthusiasm and a willingness to go the extra mile, being solution-orientated and confident in speaking to people at all levels.”

Those who make the cut receive more than just classroom education. “The training is a blended approach of classroom and on-the-job training,” she adds. “Candidates will learn aircraft types, processes, procedures, pricing structures, systems and sales techniques. We’re also supporting candidates to help enhance their softer skills such as written and verbal communication, business etiquette and more.”

The model is rooted in the “3E” philosophy—education, experience, and exposure. As Hill puts it: “It’s a framework that encourages a holistic view of development, recognising that learning happens through various avenues, not just traditional education.”

Retention, inclusion, and career progression

At a time when labour shortages and high turnover have rattled many parts of the aviation sector, Air Partner’s approach appears to be bucking the trend. “We haven’t had any significant challenges with obstacles in recruitment,” Hill notes. “We are fortunate to have a good response to our recruitment programmes.”

More importantly, the Academy is directly contributing to retention and mobility within the team. “We are fortunate to have a very low turnover in the cargo team thanks to excellent leadership, opportunities for employees to grow, and a supportive work environment,” she says.

That growth is clearly visible in individual success stories. “Millicent Davies joined Air Partner via the Academy in 2023 and has gone from strength to strength. She joined straight from university and has showcased her potential from the very beginning. Thanks to her ability to build relationships with clients, manage day-to-day operations, and generate new business, Millicent was promoted to Time Critical Account Manager in May 2024.”

She adds, “Thomas Buttris also joined via our Academy in 2023 and has also shown lots of potential. He was promoted to Time Critical Account Manager in January 2025.”

Part of what drives this upward mobility is a strong emphasis on ongoing professional development. “The Cargo Team is offered the opportunity to develop by working on different projects,” Hill says. “For example – Millicent recently spent three weeks at Wheels Up Member Operations Centre, supporting the US market.”

Technology also plays a vital role in scaling training efforts without sacrificing depth. “We use technology in a way that enables us to deliver training content through various channels like online courses, virtual classrooms, and mobile learning,” says Hill. “Our learning management system and other platforms allow us to tailor training content and pace to individual learner needs.”

From recruitment and onboarding to professional growth and retention, the Academy isn’t just plugging a skills gap—it’s reshaping how aviation thinks about access and talent. And that includes equity.

“We’re proud to be a Disability Confident employer,” Hill says. “We’re also a member of the Equal Skies Charter… From a demographic perspective, the Recruitment Team has been working closely with the Department of Work and Pensions, attending events which are targeted at younger generation as this is a growth focus for us.”