Mid Size Captain/FO salary

[MidCorp]

Looking for insight on salary ranges for a midsize. Operating 2 crew, 150-300 hrs per year. Trying to iron out details with the owner.

[CorpPilot]

If by midsize you mean Citation XL/Hawker 800 size, then about 120-150 captain and 75-110 for f/o. If you are talking Super-Mid CL300/G200 130-150 captain and 80-120 for f/o. These are the current going rates but if you are dealing with the owner directly, you can certainly add 25-40% more on either salary if you are a good negotiator. Its all about the deal you make, make sure you are happy with it and account for inflation and CPI. I generally try to shoot for CPI+3% yearly... It works well.

Cheers,
CP

[Checkspeed]

If by midsize you mean Citation XL/Hawker 800 size, then about 120-150 captain and 75-110 for f/o. If you are talking Super-Mid CL300/G200 130-150 captain and 80-120 for f/o. These are the current going rates but if you are dealing with the owner directly, you can certainly add 25-40% more on either salary if you are a good negotiator. Its all about the deal you make, make sure you are happy with it and account for inflation and CPI. I generally try to shoot for CPI+3% yearly... It works well.

Cheers,
CP

Respectfully, I think your captain numbers are a little low. A handful of operators are now offering 120-150 for light jets.

Things are changing pretty rapidly and I would be looking for 140-160 start for a midsize and 150-180 start for a super-mid at a minimum.

I understand 150-300 hours a year isn’t a lot but if it’s a 2 or 3 crew machine and your schedule Is “keep your phone on” you should be compensated for your availability and lack of schedule.

Just my personal opinion. Negotiate the best you can while times are good.

[schnitzel2k3]

This is accurate

Respectfully, I think your captain numbers are a little low. A handful of operators are now offering 120-150 for light jets.

Things are changing pretty rapidly and I would be looking for 140-160 start for a midsize and 150-180 start for a super-mid at a minimum.

I understand 150-300 hours a year isn’t a lot but if it’s a 2 or 3 crew machine and your schedule Is “keep your phone on” you should be compensated for your availability and lack of schedule.

Just my personal opinion. Negotiate the best you can while times are good.

Too many people failing to negotiate salaries and conditions cause they are blinded by - for lack of a better word - their ignorance towards their value.

This is certainly a great question by the O.P, 2nd poster was a little low, I'd say those numbers are close to 2019. Checkspeed is closer to the money - and I'd agree that's a starting point. Salary is also only one facet of the position - number of pilots, flexibility for time off, contractor availability, cellphone allowance, per diem, hotel level away from base, rental vehicles, future raises, contract pay, process for positioning on airlines, ability to contract on time off, ability to organize charter (hopefully charter pay), list goes on...

What companies will do is bullshit you on future growth. DO NOT FALL INTO THIS TRAP.

Plan for no changes and be happy with the seat you accept. Build in annual salary increases (go for 50% the delta between recurrent and initial training costs, or min 3%). Do not sign a bond, unless you have absolutely no choice. If you are gainfully employed, there is ZERO reason for anyone to be signing bonds in this day and age. Even if you aren't don't drag the industry down by the acknowledging that bonds are ok. Tag on whatever else you believe is important to you - and don't sign until you get what you want on paper - promises mean NOTHING in business aviation (that does go both ways).

Good luck and happy flying.