airBaltic Pilot Selection: The Full Picture

airBaltic is Latvia's flag carrier, founded in 1995, operating the largest all-Airbus A220-300 fleet in Europe — and the second-largest globally after Delta Air Lines. The airline was the global launch customer for the A220-300 (formerly Bombardier CS300), taking its first delivery in December 2016. From its hub at Riga International Airport, airBaltic serves over 70 destinations across Europe, with additional bases in Tallinn (Estonia), Vilnius (Lithuania), and Tampere (Finland).

What makes airBaltic operationally unique is its dual business model: scheduled services from Baltic hubs combined with extensive ACMI (Aircraft, Crew, Maintenance, Insurance) wet-lease operations for Lufthansa Group airlines. Under these contracts, airBaltic provides complete aircraft with crew to fly routes for Lufthansa, Austrian Airlines, SWISS, and Eurowings — meaning airBaltic pilots regularly operate from German, Austrian, and Swiss airports. The airline targets 100 A220 aircraft by 2029.

Stage 1: Online Application & IQ Tests

Applications are submitted through the airBaltic careers portal. If shortlisted, candidates receive an online assessment consisting of IQ-style questions: mental mathematics, inductive logical reasoning (pattern recognition), and personality assessment items. Questions are individually timed at approximately 30 seconds each. Candidates who have passed DLR-level testing describe the airBaltic online assessment as challenging but not impossible — the time pressure is the main difficulty.

The personality test asks candidates to choose between paired statements — there are no "right" answers, but consistency is tracked. The airline responds quickly to online assessment results, typically within days. Successful candidates receive an invitation to Riga for the 2-day on-site assessment.

Stage 2: Day 1 — Simulator, Interview & Aptitude

DA42 Simulator Assessment

The simulator assessment uses a DA42 Twin Star — a twin-engine piston trainer, not the A220. This is deliberate: airBaltic assesses fundamental flying competence, instrument scan, multi-engine handling, and workload management on a simple aircraft type. The philosophy is that raw flying skills transfer to any aircraft. Expect VFR and IFR procedures, VOR/ILS approaches, engine failure handling, and basic navigation tasks. The sim assessment is pass/fail — candidates who cannot demonstrate competent instrument flying on the DA42 do not proceed.

Technical & HR Interview

The combined interview covers both technical knowledge and HR competencies in a single session. Technical questions are described by candidates as operationally practical: flight planning, NOTAMs, how many aircraft airBaltic operates, what areas the airline serves, A220 general knowledge, and basic systems awareness. The HR component covers standard competency questions — teamwork, conflict resolution, motivation, and career goals. The interview atmosphere is described as welcoming and professional.

3-Hour Psychometric Computer Tests

The afternoon of Day 1 includes approximately 3 hours of computerised psychometric testing. Candidates consistently describe these as the most difficult psychometric tests they have ever encountered — significantly harder than standard Cut-E/AON or COMPASS testing at other airlines. The tests cover spatial reasoning, pattern recognition, memory tasks, numerical processing, and multitasking under extreme time pressure. Dedicated preparation with platforms like pilotassessments.com on their most difficult settings is strongly recommended.

Stage 3: Day 2 — Psychological Evaluation

Day 2 is entirely focused on psychological assessment — and it is unlike any other European airline's process. The depth and intensity of airBaltic's psychological evaluation is consistently described by candidates as the most thorough they have experienced.

iPad Psychological Questionnaire (~300 Questions)

The morning begins with approximately 300 psychological questionnaire items on an iPad. These cover personality dimensions, stress responses, interpersonal style, values, and behavioural tendencies. The questionnaire is extensive and includes cross-checking items — questions that probe the same trait from different angles to verify consistency. Rushing through or attempting to give "ideal pilot" answers will produce inconsistencies that the psychologist will identify in the face-to-face interview.

Face-to-Face Psychological Interview (1 Hour)

The psychological interview goes far deeper than any standard airline HR interview. The psychologist explores your entire personal history: childhood and family background, educational path, friendships and social connections, romantic relationships, stress management, conflict resolution, self-awareness, and emotional regulation. Candidates report drawing tasks (draw a person, draw a tree), memory exercises, and probing questions about personal challenges and failures.

The psychologist cross-references everything against your iPad questionnaire results, Day 1 personality test, and the combined interview responses. Any inconsistencies are explored directly. This is not an assessment where rehearsed answers work — the psychologist is specifically trained to detect social desirability bias and scripted responses. Genuine honesty, self-awareness, and emotional openness are what the assessment rewards. Candidates who try to present an idealised version of themselves are more likely to fail than those who are authentically open about their strengths and weaknesses.

Stage 4: Chief Pilot Interview

The final interview stage is with the chief pilot or senior management. This session focuses on operational awareness, company knowledge, career motivations, and long-term fit with airBaltic. Expect questions about the A220 aircraft (general characteristics, why airBaltic chose it, operational advantages), ACMI operations (willingness to be based at Lufthansa Group airports), winter operations at Riga (de-icing, low-visibility procedures), and your understanding of the Baltic aviation market.

The chief pilot interview is also an opportunity for the candidate to ask questions. Demonstrate genuine interest in airBaltic's growth trajectory, the ACMI model, fleet expansion plans (target 100 A220s by 2029), and what daily operations look like for a line pilot. This stage carries significant weight in the final decision — the chief pilot is ultimately selecting future colleagues.

Stage 5: Medical & Final Decision

Successful candidates undergo an EASA Class 1 medical. airBaltic offers positions either as direct employment or B2B contractor arrangements — the contract structure should be discussed during the offer stage. Latvia's regulatory authority (CAA Latvia) oversees pilot licensing. Base assignment depends on operational needs — Riga is the primary base, but ACMI operations may require extended periods at German, Austrian, or Finnish bases.

The All-A220 Fleet & ACMI Model

airBaltic's single-type fleet strategy is operationally distinctive. Every aircraft is an Airbus A220-300 — the same type rating, the same procedures, the same spare parts for 54 aircraft (growing to 100). This simplifies training, crew scheduling, and maintenance while providing significant cost advantages. The A220-300 is ideally sized for the Baltic market: 145 seats, range of 3,350nm, excellent short-field performance, and fuel efficiency that makes thin routes commercially viable.

The ACMI wet-lease model means airBaltic pilots experience a unique variety of operations. In a single month, a pilot might operate scheduled services from Riga to Barcelona, then reposition to Munich for two weeks of wet-lease flying Lufthansa routes to Southern Europe. This operational variety is attractive to pilots who enjoy diverse flying but requires flexibility and comfort with frequent base changes. Candidates uncomfortable with the ACMI lifestyle should be transparent about their preferences during the interview — assessors respect honesty and will explore this topic directly.

Assessment Preparation — Sample Questions

Our Interview Prep Pack includes 89 airBaltic-specific questions covering technical knowledge (A220 systems, winter operations, ACMI procedures), HR competencies (motivation, teamwork, ACMI lifestyle), and psychological assessment preparation. Here are representative topics: