SAS Pilot Selection: The Full Picture
SAS at a Glance
Fleet
~65
A320neo / A330 / A350
Destinations
135
Europe, Americas, Asia
Main Hub
CPH
Copenhagen Kastrup
Questions
221
In our Prep Pack
Scandinavian Flag Carrier
Scandinavian Airlines (SAS) is the joint flag carrier of Denmark, Norway, and Sweden — the only airline in the world serving as national carrier for three countries simultaneously. Founded in 1946 and headquartered in Solna, Sweden, SAS operates from three main hubs: Copenhagen Kastrup (CPH, principal hub), Stockholm Arlanda (ARN), and Oslo Gardermoen (OSL), with additional bases in Bergen, Gothenburg, Stavanger, and Trondheim. The airline serves approximately 135 destinations across Europe, North America, and Asia, and in 2025 carried over 25 million passengers with revenue exceeding €4 billion. SAS was named the most punctual airline in Europe and the world in 2025.
Chapter 11 Restructuring & Air France-KLM Ownership
SAS underwent a significant transformation in 2022–2024, filing for Chapter 11 bankruptcy protection and emerging with a restructured operation in August 2024. The airline left Star Alliance on 31 August 2024 and joined SkyTeam on 1 September 2024. Air France-KLM initially took a 19.9% stake during the restructuring, and in July 2025 announced proceedings to acquire a 60.5% majority stake — buying out investors Castlelake and Lind Invest. Subject to regulatory approval, this deal is expected to close in H2 2026, making SAS a subsidiary of the Air France-KLM Group. The Danish state retains a 26.4% stake and board seats. The SAS Group now operates under three Air Operator Certificates: SAS (mainline), SAS Connect (short-haul, A320neo fleet), and SAS Link (regional, E195 fleet). All three fly under the SAS brand with unified safety standards and training.
All-Airbus Fleet
The fleet is all-Airbus for mainline operations (the last Boeing 737 was retired in November 2023): approximately 51 A320 family aircraft (including A320neo and three A321LR for thin long-haul), 8 Airbus A330-300, and 6 Airbus A350-900 for intercontinental services — totalling around 65 mainline aircraft, or approximately 138 including subsidiaries (SAS Connect, SAS Link, and wet-lease partners). SAS Link operates Embraer E195 regional jets. Additional A320neo and E195-E2 deliveries are on order. The fleet transition and growth mean SAS is actively hiring pilots, with cadet and direct entry positions available across all three bases.
Online Application & Screening
CV, licences, flight hours, medical — via SAS careers portal. Continuous review
Aon/cut-e Aptitude & FAST Test
Online assessment — personality, reasoning, multi-tasking, and flight aptitude screening
Assessment Day
Group exercise, technical interview, and HR interview — evaluated against SAS Pilot Profile
Simulator Assessment
A320 Level D — instrument flying, abnormals, CRM, decision-making under workload
Background Checks & Medical
Security interview, drug/alcohol testing, criminal record, licence validation
Stage 1: Online Application & Screening
Application Process
SAS posts pilot vacancies through its careers portal at careers.sasgroup.net. Applications are reviewed continuously and positions may close at short notice — the recruitment page explicitly states that SAS recruits on a rolling basis rather than fixed intake windows. Current positions include cadet First Officer roles across all bases (Bergen on E195, Stockholm on A320, Oslo on E195/A320, Copenhagen on E195/A320).
Minimum Requirements
Requirements for direct entry candidates include:
- Valid EASA pilot licence (preferably issued by Denmark, Sweden, or Norway — non-Scandinavian EASA licences accepted but must be converted before training start)
- Current Class 1 medical certificate
- Updated criminal record
- No minimum flight time specified (unusual among flag carriers), but competitive candidates typically have substantial multi-crew experience
Cadet positions have their own entry criteria with the key requirement being a frozen ATPL.
Holding Pool & Timeline Expectations
An important detail: SAS states that salary levels follow collective agreements and cannot be negotiated. The airline also warns that approved candidates may be placed in a pilot holding pool, with start dates depending on operational needs and training capacity. This means passing the selection process does not guarantee immediate employment — candidates should have realistic expectations about timeline flexibility.
"SAS reviews applications continuously and has limited assessment spots each month. Do not wait for a deadline — apply as soon as you meet the criteria. The rolling process means early applicants get assessed first, and positions can close without notice." — SAS careers portal, pilot recruitment page, 2026
Stage 2: Aon/cut-e Aptitude & FAST Test
Aon Assessment Battery
Shortlisted applicants are invited to complete an online assessment battery. SAS uses the Aon (formerly cut-e) platform, which is the same system used by KLM, Aer Lingus, Swiss, and other European carriers. The assessment includes an AON personality test, verbal and numerical reasoning, spatial awareness, multi-tasking exercises, and a FAST (Flight Aptitude Screening Test) component that evaluates flight-specific cognitive skills.
Reasoning & FAST Tests
The reasoning tests assess your ability to process information quickly and accurately under time pressure. Verbal reasoning involves drawing conclusions from written passages; numerical reasoning requires interpreting data, graphs, and performing calculations; and spatial awareness tests three-dimensional orientation. The FAST component simulates aspects of the cockpit workload — tracking instruments, responding to changing inputs, and managing simultaneous tasks. This is where candidates with flight experience or dedicated aptitude test preparation have a measurable advantage.
Personality Assessment
The personality assessment evaluates behavioural traits aligned with the SAS Pilot Profile: stress tolerance, cooperation, conscientiousness, communication style, and decision-making approach. There are no "right" answers to personality questions, but responses are benchmarked against the profile of successful SAS pilots. Candidates who try to game the personality test by guessing what SAS wants to hear often produce inconsistent profiles that raise red flags. Be genuine — the assessment is designed to detect inconsistency.
"The Aon tests ramp up in difficulty as you progress. Do not expect to complete every question — the system is designed to find your ceiling. Focus on accuracy over speed in the reasoning sections, and practise the FAST multi-tasking module specifically if you can access preparation software." — PASS assessment preparation, SAS candidate advice, 2026
Stage 3: Assessment Day — Group Exercise & Interviews
Group Exercise
Candidates who pass the online assessment are invited to an assessment day. This typically takes place at SAS's headquarters or training facilities in Scandinavia. The day includes a group exercise, a technical interview, and an HR interview — all evaluated against the SAS Pilot Profile framework.
The group exercise places candidates in a team scenario that requires collaboration, communication, and time-managed problem-solving. SAS assessors observe leadership behaviour, active listening, conflict resolution, and the ability to integrate others' perspectives while moving the group toward a solution. The exercise is designed to reveal how candidates function in a multi-crew environment — not whether they can dominate a room. Candidates who listen, summarise, and build on others' contributions consistently perform better than those who try to lead from the front.
Technical Interview
The technical interview covers ATPL-level knowledge relevant to the aircraft and operations. Expect questions on aircraft systems (A320 family for short-haul candidates), meteorology, navigation, flight planning, performance calculations, and EASA regulations. SAS values operational understanding — not textbook recitation. Questions may include scenario-based situations: how would you handle a diversion decision, what factors affect approach minima, how do you manage fuel when holding. The technical panel typically includes a senior SAS pilot.
HR Interview & STAR Method
The HR interview uses the STAR method (Situation, Task, Action, Result) to assess competencies. Common themes include: teamwork under pressure, managing disagreement in a crew, adapting to unexpected changes, demonstrating leadership without authority, and handling personal mistakes. SAS also asks motivation questions — why SAS specifically, why Scandinavia, how do you see your career developing here. Given SAS's recent transformation (Chapter 11, alliance change, AF-KLM majority ownership), demonstrating awareness of the company's current trajectory is important.
"The SAS Pilot Profile is the foundation for our recruitment, interview, and simulator assessments. It focuses on overall suitability — trainability, professionalism, and long-term fit — not only technical flying skills." — SAS careers portal, official recruitment description, 2026
Stage 4: Simulator Assessment
Assessment Focus — SAS Pilot Profile
The simulator assessment uses an Airbus A320 Level D full-motion simulator. SAS evaluates candidates against the SAS Pilot Profile competencies — meaning the sim is not purely a flying skills test. Assessors observe decision-making, communication, workload management, and crew resource management alongside technical handling.
Typical Sim Profile
Expect a typical assessment profile: departure procedures, instrument approaches (ILS and potentially non-precision), an engine failure scenario (at various phases of flight), a go-around, and potentially a hold or diversion decision. The assessment deliberately introduces increasing workload to observe how candidates manage complexity. Communication is assessed throughout — candidates who brief clearly, verbalise their thought process, and manage the workload out loud score higher than silent but technically competent pilots.
Non-Rated Candidates & Re-Application
For candidates without A320 type rating: SAS provides a pre-sim briefing on the basic cockpit layout and procedures. The assessment does not expect type-specific knowledge — it evaluates fundamental instrument flying skills, standard operating procedures, and the ability to learn and apply new information quickly. Candidates previously unsuccessful in a simulator assessment may reapply to SAS after 24 months.
"SAS's sim assessment is about seeing how you work, not just how you fly. Talk through your decisions, verbalise your scan, brief clearly before each approach. They want to see a pilot who communicates — someone the training captain can build on." — Pilot assessment preparation forum, SAS candidate, 2025
Stage 5: Background Checks & Medical
Security Screening & Background Checks
Successful assessment candidates undergo comprehensive background screening in accordance with aviation security regulations. This includes:
- Personal security interview
- Alcohol and drug testing
- Criminal record verification
- Licence validation
- Employment history verification
SAS states explicitly that all offers of employment are conditional on these checks — passing the assessment does not constitute a final offer.
Medical Requirements
The medical requirement is a valid EASA Part-MED Class 1 certificate. SAS does not operate its own aeromedical centre — candidates use their existing AME. The drug and alcohol testing follows Scandinavian aviation authority regulations, which are among the strictest in Europe. Random testing continues throughout employment.
Licence Conversion
For non-Scandinavian licence holders: licence conversion to a Danish, Swedish, or Norwegian licence must be completed before the training course start date. Each country has different conversion procedures and timelines, so candidates should begin this process immediately upon receiving a conditional offer. The Danish Transport Authority (Trafikstyrelsen), Swedish Transport Agency (Transportstyrelsen), and Norwegian CAA (Luftfartstilsynet) handle conversions for their respective countries.
Bases, Fleet & SAS Group Structure
Three-AOC Structure
Understanding SAS's multi-AOC structure is essential for interview preparation. The SAS Group operates three airlines under the SAS brand, each with different terms, aircraft, and base allocations:
- SAS (mainline) — A320 family, A330, A350 from Copenhagen, Stockholm, and Oslo
- SAS Connect — all-A320neo fleet, cost-efficient short-haul operations, bases in Copenhagen, Stockholm, and London Heathrow
- SAS Link — Embraer E195 regional jets connecting smaller Scandinavian airports to the main hubs
Current Base Allocations
Current base allocations for new cadets (as of early 2026): Bergen (E195), Stockholm Arlanda (A320), Oslo (E195 and A320), Copenhagen (E195 and A320). SAS explicitly states that the role is "not suited for candidates seeking guaranteed base or fleet allocation, fixed upgrade timelines, or short-term employment" — meaning you should be flexible about where you are initially based and what fleet you fly.
Fleet Strategy & Air France-KLM Integration
The fleet strategy is evolving. SAS is considering simplifying its widebody fleet to either A330 or A350 by the end of the decade, but CEO Anko van der Werff has confirmed the A330/A350 split will continue for at least five years. The A321LR is used for thin long-haul routes, and new long-haul services to Seattle and New York-JFK have been added. Narrowbody fleet modernisation continues with A320neo and E195-E2 deliveries on order. With Air France-KLM's planned majority ownership, deeper integration across fleet planning, scheduling, and loyalty programmes (potential Flying Blue integration) is expected — a significant development for candidates to understand at interview.
SAS Cadet First Officer Programme
Programme Structure & Training Bond
SAS recruits cadet First Officers for training courses starting in autumn and spring cycles. The cadet programme is designed for pilots who hold a frozen ATPL but have limited or no airline experience. SAS fully covers training costs after employment begins, but pilots hired after April 2025 must agree to a training bond — a financial commitment that requires repayment if the pilot leaves SAS within a specified period after type rating completion.
Cadet Selection Emphasis
The cadet selection process follows the same stages as direct entry (online assessment, assessment day, simulator, background checks), but the evaluation emphasises trainability and long-term potential rather than operational experience. Cadet assessment spots are limited — SAS notes that the recruitment process may take considerable time as they have limited assessment capacity each month.
Pre-Application Research
SAS encourages candidates to research the airline thoroughly before applying. The careers portal links to detailed information about pilot life, fleet, bases, and the SAS Pilot Profile. Understanding the three-AOC structure (SAS/Connect/Link), the SkyTeam alliance membership, the Air France-KLM ownership trajectory, and the restructuring context demonstrates the level of engagement SAS looks for in its candidates.
"SAS may adjust the recruitment process or base availability at any time. Approved candidates may be placed in a pilot holding pool, and start dates depend on operational needs and training capacity. Be patient and flexible." — SAS careers portal, cadet FO position disclaimer, 2026
SAS Pilot Assessment Preparation — Sample Questions
Preparing for the SAS pilot assessment? Below are three questions from our SAS question bank with the coaching frameworks that candidates use to prepare. The first shows the complete answer — all paragraphs, tips, and airline-specific context. Each of the 256 questions in the full pack averages 600 words of structured coaching per answer.
During your SAS sim assessment, the examiner provides feedback after your first approach that your altitude maintenance was poor. How do you respond?
Receive the Feedback Constructively — The correct immediate response is simple and professional: 'Thank you — I will focus on that for the next approach.' Do not explain, justify, or make excuses for the altitude deviation. The examiner has observed something specific, and your task now is to incorporate their feedback into improved performance. SAS sim assessors explicitly look for a 'positive learning trend' — meaning improvement between the first and second attempts is more valuable than perfection on the first attempt. The assessment is designed to test your ability to absorb feedback and adapt in real time, which maps directly to the Pilot Profile competency 'Self-awareness and willingness to learn.' A candidate who flies imperfectly but improves visibly will often score better than one who maintains a mediocre standard throughout because they demonstrate the learning capacity that SAS values most.
Diagnose the Root Cause Internally — While maintaining focus on the assessment, quickly analyse what caused the altitude deviation. Common root causes in raw data flying (no flight director) include: scan breakdown where attention fixated on the VOR CDI or HSI at the expense of the altimeter, inadequate or delayed trim adjustments creating a gradual altitude drift, configuration changes (speed reduction, flap extension) that altered the pitch attitude without compensating pitch input, or simply high cognitive workload during the VOR-DME approach that reduced your capacity to maintain the altitude scan. Identifying the cause internally allows you to apply a specific correction rather than a vague 'try harder.' If the issue was scan discipline, consciously widen your instrument scan to include more frequent altitude checks. If the issue was trim, make trim inputs earlier and verify the effect. If the issue was configuration-related, anticipate the pitch change during the next speed or flap change.
Apply the Correction Visibly — On the ILS approach that typically follows the VOR-DME in the SAS sim profile, demonstrate the improvement. Make deliberate altitude callouts: 'one thousand feet to level off,' 'altitude alive,' 'glideslope alive.' These callouts serve two purposes: they keep you focused on altitude, and they show the assessor that you are actively monitoring the parameter they identified as needing improvement. If flying the ILS in Normal Law with autothrottle ON, the glideslope guidance provides more support than the VOR-DME approach, but you must still manage the pitch attitude to track the glideslope accurately in raw data. Smooth, small corrections are preferable to large, late corrections — the assessor wants to see controlled, anticipatory flying rather than reactive chasing. If you notice the improvement in your own performance, you can briefly acknowledge it during the debrief: 'I focused on the altitude scan during the ILS and it felt much more stable.'
Broader Assessment Mindset — This scenario tests more than flying technique — it tests your character under evaluation pressure. SAS's interview process weights attitude at approximately 70%, and how you respond to in-sim feedback is a direct behavioural data point. Do not let feedback shake your confidence or create a negative internal spiral — one imperfect approach does not define the assessment. Do not become defensive or argue with the assessor's observation. Do not over-compensate by fixating on altitude at the expense of other parameters. The assessment profile — approximately 30 minutes PF then PM swap — creates enough time for you to demonstrate improvement. The assessors (experienced SAS captains) are looking for the pilot they would want as a colleague: someone who accepts feedback gracefully, learns quickly, communicates clearly, and maintains professional composure throughout. These are the same qualities that make a strong First Officer during line operations.
Tip: First response: 'Thank you, I will focus on that.' No excuses. Internally diagnose: scan breakdown? trim? configuration? Apply correction visibly on the ILS — make altitude callouts, smooth small corrections. SAS assessors explicitly look for 'positive learning trend.' Do not let feedback shake your confidence. The sim is not pass/fail on a single approach — it is about demonstrating learning capacity. This maps to the Pilot Profile competency 'Self-awareness and willingness to learn.'
4 coaching paragraphs + tips · this level of detail for every question
On an A330-300 transatlantic flight from CPH to Chicago, you encounter unexpected headwinds that significantly reduce your fuel reserves. What do you do?
I Would Assess the Turbulence and Take Action — If I encounter unexpected severe turbulence on an A330-300 transatlantic CPH–Chicago, I would immediately ensure the seatbelt sign is on, advise the cabin crew to secure the cabin, and request a ride report from ATC. I would check for alternative altitudes or routing that might provide smoother air. If passengers or crew are injured, I would assess the severity and consider diversion if medical attention is needed urgently.
+ 4 more paragraphs + tips in the full version
Describe the ILS approach technique you would use in the SAS sim.
Localiser Intercept and Establishment — In the SAS simulator assessment, the ILS approach follows the go-around from the VOR-DME approach and is typically the final assessed element as PF. You will be vectored by the assessor (acting as ATC) onto an intercept heading for the localiser. In raw data flying (no flight director, autothrottle ON), intercept the localiser using the raw CDI needle on the PFD or HSI — fly the heading until the CDI begins to move toward centre, then smoothly turn to track the inbound course, adjusting for any crosswind component with a wind correction angle. Call 'localiser alive' when the needle begins moving and 'localiser captured' when established. Verify the ILS ident and frequency. As the glideslope needle begins to descend from its full-up position, call 'glideslope alive.' Before glideslope intercept, you should be in approach configuration: gear down, flaps as required for the approach speed (typically flap 3 or full on the A320neo), speed reducing to VAPP. Complete the landing checklist. The transition from vectoring to established on both localiser and glideslope is a high-workload period — prioritise being configured and stable before glideslope capture.
+ 3 more paragraphs + tips in the full version
256 SAS questions with full coaching frameworks
Technical Interview (132) · HR Interview (101) · Simulator Assessment (15) · Assessment Centre (8)
256
questions
~600
words per answer
30
airlines total
Lifetime access · Alternatives charge €130+ for 90-day subscriptions
What Successful Candidates Say
Based on candidate reports across PPRuNe, Glassdoor, PASS assessment data, and pilot forums, here are the patterns that separate successful SAS candidates from those who do not progress:
The SAS Pilot Profile Is the Assessment Rubric
Every stage of the selection process is evaluated against this framework. Candidates who understand what "trainability," "professionalism," and "long-term suitability" mean in SAS's context — and can demonstrate these through specific examples — have a structural advantage. Study the profile before the assessment day, and align your STAR examples to its competencies.
Know the Restructuring Story — And Tell It Positively
SAS went through Chapter 11, changed alliances from Star Alliance to SkyTeam, restructured into three AOCs, and emerged as a leaner organisation now on track to become a subsidiary of the Air France-KLM Group. When the panel asks "Why SAS?", they want to hear that you understand this history and see it as a strength — not a risk. The restructuring positions SAS for growth with new ownership, a modern all-Airbus fleet, and access to SkyTeam's global network. Frame your interest in terms of joining a company at an exciting transition point.
Be Genuinely Flexible About Base and Fleet
SAS explicitly warns that the role is not for candidates seeking guaranteed base allocation or fixed upgrade timelines. Candidates who demonstrate rigid preferences about location or aircraft type in the interview signal poor cultural fit. If asked about base preference, express a genuine interest in any Scandinavian hub while being honest about practical considerations. SAS values adaptability — it is a Scandinavian value and a pilot competency.
Scandinavian Communication Culture Matters
SAS reflects Scandinavian workplace values: flat hierarchy, consensus-driven decision-making, direct but respectful communication, and egalitarianism. In the group exercise, this means contributing without dominating. In the interview, it means being honest and straightforward without being arrogant. The "tell me about a time you challenged a captain's decision" question is testing whether you can be assertive while remaining respectful — a core Scandinavian CRM principle.
"The process had multiple rounds and was very professional throughout. There was a detailed explanation of the role, working environment, requirements, and challenges — which allowed me to make a well-informed decision about whether SAS was right for me." — Glassdoor, SAS pilot interview, Stockholm, 2025
Quick Salary Reference (2026)
Pay Structure & Collective Agreements
SAS pilot salaries are governed by collective agreements and vary by base country (Denmark, Sweden, or Norway). Pay cannot be individually negotiated. Compensation includes base salary plus variable elements (flying hours, layover allowances, long-haul premiums). All figures are pre-tax and represent monthly gross earnings.
| Rank / Level | Monthly Gross (base country currency) | Notes |
|---|---|---|
| FO entry (NTR, <1,500h) | DKK 37,900–39,900 / NOK 40,800–43,000 / SEK 38,600–40,600 | Before type rating, initial training |
| FO (type-rated, experienced) | DKK 39,700–42,400 / NOK 42,800–45,700 / SEK 40,400–43,200 | With relevant TR and higher hours |
| Captain (short/medium-haul) | NOK 121,000–145,000 / SEK 117,000–140,000 | A320 family operations |
| Captain (long-haul) | NOK 145,000–165,000 / SEK 140,000–160,000 | A330/A350 operations, ~NOK 1.98M/yr total |
Figures based on AviationA2Z salary data and collective agreement references (2025–2026). Total annual compensation includes base salary + layover allowances + duty premiums + long-haul supplements. SAS also offers discounted standby travel across SkyTeam partner network. Salary levels follow collective agreements and are non-negotiable.
Sources & Methodology
This guide is compiled from SAS's official careers portal and recruitment pages, pilot community reports on PPRuNe (Professional Pilots Rumour Network), Glassdoor interview reviews, PASS pilot assessment preparation data, PilotAptitudeTest.com assessment profiles, AviationA2Z salary data, and public SAS Group fleet and strategy communications. Question content in our Interview Prep Pack is sourced directly from candidate reports — each question shows its source type and confidence level.
SAS's recruitment process evolves over time. Always check the SAS careers portal and the SAS pilot information pages for the most current requirements and open positions. This guide was last updated in April 2026.
For related guides, see our Norwegian Air interview guide (Scandinavian competitor), Lufthansa (former Star Alliance partner), KLM (SkyTeam partner), or Air France (SkyTeam partner).