Transavia Pilot Selection — What to Expect
Transavia at a Glance
Fleet
~80
B737 / A321neo
Destinations
100+
Europe & Mediterranean
Main Base
AMS
Amsterdam Schiphol
Questions
189
In our Prep Pack
Transavia is a Dutch low-cost airline and wholly-owned subsidiary of KLM, making it part of the Air France–KLM Group. Founded in 1965, Transavia is one of Europe's longest-established leisure carriers, operating from its main base at Amsterdam Schiphol with additional bases at Rotterdam The Hague and Eindhoven airports. The airline serves over 100 destinations across Europe and North Africa, focused on leisure and VFR travel — from Greek islands and Mediterranean beaches to Norwegian fjords and Lapland. Transavia Netherlands currently operates a fleet of approximately 49 aircraft: a mix of Boeing 737-800s and newly delivered Airbus A321neos, with the 737 fleet being progressively replaced by A320neo-family aircraft by approximately 2030.
This fleet transition is part of a landmark Air France–KLM Group order placed in December 2021 for 100 Airbus A320neo-family aircraft (with options for 60 more), shared across KLM, Transavia Netherlands, and Transavia France. Transavia Netherlands has been allocated 15 A321neos (of which several have already been delivered) plus future A320neos. The transition means that new pilots joining Transavia may train on either the B737 or A320 — with a free type conversion guaranteed when the fleet switch reaches their base. There is no training bond.
Transavia has a strong reputation for pilot satisfaction. PPRuNe discussions consistently describe it as a company with "very happy pilots," a relaxed but professional atmosphere, and genuinely good working conditions. The selection process reflects this culture — it is thorough but described as fair and friendly, conducted through EPST (European Pilot Selection & Training) in Utrecht.
Direct Entry Selection — 5 Stages
The assessment is typically conducted over 2 days: Day 1 covers COMPASS psychometric testing at EPST in Utrecht (some elements can be completed remotely). Day 2 includes the HR interview, simulator assessment, group exercise, and a debriefing with the Transavia team. The entire process takes 4–8 weeks from application to offer, though this depends on Transavia's seasonal demand for new pilots.
Stage 1: Online Application & Pre-Screening
Applications are submitted through the Transavia careers portal (werkenbijtransavia.com). The initial screening verifies eligibility: valid EU passport (or unrestricted right to live and work in the EU), ATPL (frozen or unfrozen), valid Class 1 medical, ICAO English Language Proficiency Level 5 (Level 6 required before employment starts), and graduation from an approved flight training organisation. Transavia accepts graduates from EPST, KLM Flight Academy, Martinair Flight Academy, European Flight Academy (EFA), RWL German Flight Academy, ENAC, and equivalent recognised programmes. Military pilots with a Major Military Licence from the Royal Netherlands Air Force or Royal Netherlands Navy are also eligible.
For experienced First Officers applying for type-rated positions, Transavia requires a minimum of 500 actual hours on the B737NG (with 50 hours flown in the last 6 months). The online pre-screening may include an Aon assessment — a standardised cognitive test battery used across the Air France–KLM Group. Successful candidates from the database are invited to the full selection process when vacancies arise. Transavia selects from its candidate pool based on operational demand — the actual allocation of a training place depends on pilot requirements.
Stage 2: COMPASS Psychometric Testing (EPST Utrecht)
EPST (European Pilot Selection & Training) is the selection agency used by Transavia, located in Utrecht. The centrepiece of the psychometric assessment is the COMPASS test battery — a computerised system measuring cognitive ability, spatial orientation, multi-tasking under increasing workload, attention management, and psychomotor coordination. COMPASS is widely used across Dutch aviation and is the same test framework used by KLM and KLM Cityhopper.
The COMPASS exercises include: multi-tasking scenarios where you must monitor instruments, respond to ATC-like callouts, track headings, and manage secondary tasks simultaneously; spatial orientation exercises using artificial horizons and three-dimensional mental rotation; numerical and verbal reasoning; and memory/attention span assessments. The workload increases progressively — the test is designed to find your ceiling, not to be fully completable. Candidates consistently report that the exercises are "really doable" when prepared, with the multi-tasking elements being the most demanding.
In some recruitment rounds, COMPASS tests can be completed remotely before the in-person assessment day. Preparation with PilotAssessments.com (PASS), PilotAptitudeTest.com, or SkyTest is recommended — all offer COMPASS-specific training modules. The KLM/Transavia COMPASS battery is well-documented in the pilot preparation community.
Stage 3: HR Interview (TACO Panel)
The HR interview is conducted by the TACO (Transavia Assumption Commission) — a panel consisting of several Transavia pilots and an HR representative. The interview takes place in one day alongside the simulator assessment and group exercise.
Candidates consistently describe the TACO interview as "really classic" and conducted in a "friendly atmosphere." The panel asks no technical questions — the focus is entirely on personality, motivation, and cultural fit. They want to understand who you are as a person, why you want to fly for Transavia, how you work in teams, how you handle pressure, and what kind of colleague you would be in the crew room. Expect standard competency-based questions covering teamwork, conflict resolution, decision-making under ambiguity, resilience, and customer awareness.
The non-technical nature of the TACO interview is deliberate — Transavia's philosophy is that technical competence is assessed in the simulator, while the interview focuses on the human element. This does not mean the interview is easy. The panel is experienced at reading candidates and will notice rehearsed answers, exaggeration, or misalignment with Transavia's collaborative, unpretentious culture. Be genuine, be specific with your examples, and demonstrate that you understand what makes Transavia different from KLM (its parent), Ryanair (its market competitor), or any other airline.
Stage 4: Simulator Assessment & Group Exercise
Simulator Assessment. Transavia uses a Boeing 737 fixed-base simulator (FNPT II) at the EPST facility. The profile is described as straightforward by candidates:
Takeoff with flight director engaged, then transition to raw data airwork — steep turns, basic handling, unusual attitude recovery. A VOR approach (typically with flight director available), followed by a go-around. An emergency scenario is introduced — usually a non-memory-item failure requiring reference to the QRH and structured crew coordination. A second approach, typically an ILS (with flight director), landing, and end of session. You fly as both PF (Pilot Flying) and PM (Pilot Monitoring), switching roles with the other candidate or the assessor.
The session is assessed by a Transavia Training Captain. The focus is on instrument scan quality, smooth handling, structured communication (briefings, callouts, task-sharing), and CRM. The assessment is not designed to trick you — candidates describe it as "really straight forward" with no unusual scenarios or catch-22 situations. The assessor wants to see a safe, communicative pilot who can manage workload and work well with another crew member.
Fleet transition note: As Transavia phases in A320neo/A321neo aircraft, the simulator assessment may transition to an Airbus platform in future recruitment rounds. Currently (2026), the B737 FNPT II remains in use. Pilots hired on the B737 will receive a free type conversion to the A320 when the fleet switch reaches their operational base — no bond applies.
Group Exercise. The group exercise is a classic survival scenario — you are given a list of items and must rank them in priority as a team. The format is widely used in airline assessments and tests your communication, listening, compromise, and group contribution. Transavia assessors observe but do not intervene. The exercise is described as "really classic" — there are no surprises. Be collaborative, listen to others, contribute without dominating, and demonstrate structured reasoning in your arguments.
Stage 5: Psychological Evaluation, Medical & Offer
Successful candidates undergo a psychological evaluation (separate from the COMPASS psychometric tests), a Class 1 medical verification, and a security screening. The psychological evaluation assesses personality traits relevant to multi-crew operations — emotional stability, stress tolerance, interpersonal effectiveness, and self-awareness. This is a standard element of Dutch airline selection and is not adversarial.
Once all checks are completed, Transavia issues a conditional offer of employment. New hires receive a 5-month contract with a 2-month probationary period — Transavia intends to offer a permanent contract upon successful completion of type rating and line training. The initial training always takes place in Amsterdam, regardless of your eventual base assignment. Due to increasing training demand, Transavia sometimes outsources part of the type rating to CAE — this may mean training partly outside the Netherlands.
After joining, you can apply for base transfers to Rotterdam or Eindhoven. Eindhoven transfers can be arranged relatively quickly; Rotterdam typically has a longer waiting list. During standby shifts, you must be able to reach Schiphol within 90 minutes. Pilots living abroad can use the Transavia/KLM jumpseat scheme.
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Get Assessment Prep Pack — €49.90Transavia MPL Cadet Programme
Transavia launched its own Multi-Crew Pilot Licence (MPL) training programme in 2024, designed for candidates with little or no flying experience. The training takes approximately 20 months and is conducted at Lelystad Airport, in Utrecht, and at Schiphol-Oost. The minimum academic requirement is a HAVO or VWO diploma with mathematics and English (or a completed HBO education — Dutch higher professional education).
The cadet selection begins with an online pre-selection, followed by a full assessment at EPST (the same facility used for direct entry pilots). The programme emphasises simulator-based training from an early stage, reflecting Transavia's operational philosophy that modern aircraft simulators closely replicate reality. Initial classes consist of approximately 12 students. Graduates who successfully complete the programme receive an offer of employment with Transavia as a First Officer.
The MPL programme is separate from the KLM Flight Academy pathway. Transavia cadets join Transavia directly — there is no automatic seniority transfer to KLM Mainline. This is an important distinction for career planning: Transavia and KLM operate as separate career tracks within the Air France–KLM Group, with different pay scales, seniority lists, and promotion timelines.
Transavia Pilot Assessment Preparation — Sample Questions
Preparing for the Transavia pilot assessment? Below are three questions from our Transavia 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 189 questions in the full pack averages 600 words of structured coaching per answer.
What is EGPWS and how does it function on the B737-800?
System Description and Function — The Enhanced Ground Proximity Warning System on the Boeing 737-800 is manufactured by Honeywell and provides terrain awareness through two complementary technologies: reactive alerts based on radio altimeter data and barometric rate of descent, and predictive alerts based on GPS position compared against a worldwide terrain and obstacle database. The reactive mode — the original GPWS function — generates warnings for five specific flight conditions: excessive descent rate relative to terrain proximity, excessive terrain closure rate, altitude loss after takeoff or go-around, unsafe terrain clearance when not in landing configuration, and excessive deviation below the glideslope on an ILS approach. Each mode produces specific aural alerts — PULL UP, TERRAIN TERRAIN, DON'T SINK, TOO LOW GEAR, TOO LOW FLAPS, GLIDESLOPE — accompanied by visual warnings on the primary flight display. The predictive mode — the Enhanced component — uses GPS-derived position and projected flight path to look ahead and detect terrain conflicts up to 60 seconds before impact, generating TERRAIN AHEAD or OBSTACLE AHEAD caution alerts followed by PULL UP warnings if the conflict persists.
Terrain Display and Crew Response — The EGPWS terrain display is available on the navigation display, showing terrain coloring relative to the aircraft's altitude: green for terrain well below the aircraft, yellow for terrain approaching the aircraft's altitude, and red for terrain at or above the aircraft's altitude. Peaks and obstacles are highlighted with specific symbology. The crew response to an EGPWS PULL UP warning is a memory item — immediate maximum performance escape maneuver: disconnect autopilot, advance thrust to TOGA, rotate to the appropriate pitch attitude while respecting bank angle restrictions, and follow the flight director EGPWS escape guidance if available. There is no time for consultation, no checklist, no debate — when the system says PULL UP, the pilot pulls up immediately. Compliance with EGPWS warnings has effectively eliminated controlled flight into terrain at airlines that properly train and enforce this response. The key teaching point is that EGPWS should never activate during normal operations — if it does, something has already gone significantly wrong in the crew's terrain awareness and procedure compliance.
Relevance to Transavia's Challenging Airports — EGPWS awareness is critical at several airports in Transavia's network where terrain proximity during normal approach profiles can trigger nuisance alerts if the crew is not properly prepared. At Innsbruck, the visual dog-leg approach in a narrow valley with 9,000-foot terrain to the north means the EGPWS terrain display will show extensive yellow and red terrain throughout the approach — the crew must distinguish between expected terrain proximity on a normal approach and a genuine terrain conflict.
At Santorini, the offset VOR approaches routing around a 1,223-foot mountain on extended finals for Runway 16 require awareness that the EGPWS may generate alerts during the maneuvering phase if the aircraft is momentarily closer to terrain than the system's look-ahead algorithm expects. At Funchal, the circling approach around terrain to a runway on an elevated platform involves descent in proximity to hillsides that will illuminate on the terrain display. For all Category C airports, pilots complete specific simulator training that includes EGPWS interaction during the approach profiles, so they learn to interpret the terrain display in context rather than being surprised by alerts during actual operations.
System Limitations and Pilot Awareness — Despite its life-saving capability, EGPWS has limitations that pilots must understand. The terrain database, while comprehensive, is periodically updated and may not reflect very recent construction or temporary obstacles. The predictive mode depends on GPS position accuracy — if GPS is degraded, the forward-looking terrain avoidance function may be less reliable. The system's look-ahead algorithms use the current flight path projection, meaning a sudden unplanned turn toward terrain may not generate sufficient warning time if the terrain was outside the previous scan corridor.
The reactive modes dependent on the radio altimeter are susceptible to terrain with steep gradients — if the aircraft flies over a cliff edge where terrain drops sharply away, the radio altimeter may show a sudden altitude increase that could mask a subsequent terrain rise. For Transavia pilots, the practical lesson is that EGPWS is a final safety barrier, not a navigation tool — the primary terrain avoidance comes from thorough approach briefings, adherence to published procedures, proper altitude management, and continuous terrain awareness using the navigation display, charts, and visual references.
Tip: Seven modes: Mode 1 (excessive descent rate), Mode 2 (excessive terrain closure), Mode 3 (altitude loss after takeoff), Mode 4 (unsafe terrain clearance), Mode 5 (below glideslope), Mode 6 (callouts), Mode 7 (windshear). The predictive element uses GPS position against a terrain database — this is what makes it 'Enhanced' versus basic GPWS. Correct response to 'PULL UP': immediately apply maximum thrust, pitch to 20° nose up, wings level, follow EGPWS guidance — do NOT attempt to diagnose the cause first. This is a potential sim scenario at EPST — know the response by muscle memory.
6 coaching paragraphs + tips · this level of detail for every question
During your sim assessment, the examiner introduces a non-memory item emergency on approach. Walk through your process.
Initial Response: Aviate First — When the examiner introduces a non-memory item emergency on approach during the simulator assessment at EPST, my first action is not to reach for the QRH. My first action is to ensure the aircraft is in a safe state. I check altitude, speed, configuration, and flight path — aviate, navigate, communicate, in that order. If we are established on approach and the aircraft is stable, I verbally acknowledge the abnormal indication to the other candidate: I see we have a the indication on the panel, I am assessing. This confirms to the assessor that I have identified the abnormal and I am prioritizing correctly. If the abnormal requires immediate attention — a warning light or master caution — I identify which system is affected by scanning the annunciator panel on the 737. The assessors are watching for a calm, structured response: not panic, not freezing, and not immediately diving into the QRH while losing awareness of the approach profile.
+ 4 more paragraphs + tips in the full version
You are operating a B737-800 to Faro, Portugal. At FL370, you notice the cabin altitude climbing through 8,000ft. The pressurisation system appears to be losing control. Walk through your actions.
My Immediate Response — Oxygen Masks and Memory Items — If I notice cabin altitude climbing through 8,000 feet at FL370 on the B737-800, I would recognise this as a loss of pressurisation — a time-critical emergency. I would not wait to determine whether this is a rapid or slow decompression. My immediate memory items: don my oxygen mask and establish communication through the mask microphone, select 100% oxygen and ensure the mask is sealed, and verify the other pilot's mask is on and functioning. At FL370, the time of useful consciousness without supplemental oxygen is approximately 30–60 seconds for a rapid decompression, or several minutes for a slow leak. The passenger masks deploy automatically at approximately 14,000 feet cabin altitude, so at 8,000 feet they have not yet deployed. I must act now, because once hypoxia sets in, my ability to recognise my own cognitive impairment degrades rapidly.
+ 4 more paragraphs + tips in the full version
189 Transavia questions with full coaching frameworks
HR Interview (95) · Technical Interview (67) · Simulator Assessment (15) · Assessment Centre (12)
189
questions
~600
words per answer
30
airlines total
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What Successful Candidates Say
Based on candidate reports across PPRuNe, Glassdoor, PilotAssessments.com forums, Airwork.nl (Dutch aviation forum), and EPST preparation communities, here are the patterns that separate successful Transavia candidates from those who do not progress:
Transavia is genuinely a great place to work — and they know it. The most consistent theme across every PPRuNe thread and Glassdoor review about Transavia is pilot satisfaction. "This company has a long history of very happy pilots" is the quote that comes up repeatedly. The TACO panel knows this too — they are not selling you the job, they are selecting for people who will preserve the culture. Demonstrate that you have researched what makes Transavia special (the team atmosphere, the varied destinations, the operational autonomy given to pilots, the all-in salary with no flight-pay anxiety) and that you value these things genuinely, not as talking points.
The all-in salary model changes the conversation. Unlike most LCCs where 30–50% of income depends on flying hours, Transavia pays a fixed monthly salary regardless of hours flown (~600 hours/year average). This means no pressure to fly maximum hours, no productivity-linked anxiety, and stable monthly income. In your interview, this is worth acknowledging — it reflects a company that prioritises sustainable operations over squeezing maximum productivity. Candidates who understand this distinction and articulate why it matters to them as professionals score well with the TACO panel.
Understand the KLM relationship — and its limits. Transavia is a KLM subsidiary, but it operates as a separate career track. There is no seniority transfer to KLM Mainline. Profit sharing is based on the combined operational profit of KLM and Transavia — in good years, this can reach up to 20% of gross annual salary (approximately 2.5 months' salary). The panel wants to hear that you chose Transavia for Transavia, not as a backdoor into KLM. Good answers focus on Transavia's operational character: the variety of destinations (small challenging airports vs large hubs), the leisure flying culture, the team size (~700 pilots), and the fleet transition as an exciting operational moment.
The fleet transition is a career opportunity. Transavia is mid-transition from an all-Boeing fleet to all-Airbus. If you join on the B737, you will receive a free A320/A321 type conversion at no cost and no bond. This is a genuine career advantage — you end up dual-type-rated with experience on both major narrowbody families, which significantly increases your market value across European aviation. Demonstrating awareness of the transition timeline, the A321neo operational advantages (lower fuel burn, reduced noise, greater range), and the implications for Transavia's network expansion shows the panel you are thinking about the airline's future alongside your own.
"Transavia NL looks like a really nice company to work for, with nice conditions and nice colleagues. The sim was straight forward, the interview was friendly — they just want to know who you are. No tricks, no games." — PPRuNe, Transavia Holland discussion, 2024
Preparing for Transavia? Two things get you to Utrecht.
A professional pilot CV that passes Transavia's screening, and 189 real assessment questions with model answers.
Quick Salary Reference (2026)
Transavia pays an all-in salary with no separate flight pay — monthly income is fixed regardless of flying hours. Compensation includes base salary, holiday allowance (8%), end-of-year bonus (8.33%), a 10% monthly extra allowance, and profit sharing tied to KLM/Transavia operational results. The figures below are from Transavia's official recruitment portal, PPRuNe salary discussions, and PilotJobsNetwork data.
| Rank / Component | Monthly / Annual (Gross) | Notes |
|---|---|---|
| First Officer (500–2,800 hrs) | ~€6,461/month (~€77,500/yr base) | Starting salary, increases ~€300/mo annually |
| First Officer (2,800+ hrs) | ~€7,665/month (~€92,000/yr base) | Starting salary, increases ~€300/mo annually |
| Captain | €140,000–€200,000+/yr | Upgrade typically 6–10 years, varies by demand |
| Holiday allowance | 8% of annual salary | Paid in May |
| End-of-year bonus | 8.33% of annual salary | 13th month salary, paid in December |
| Profit sharing | Up to 20% of gross yearly salary | Based on KLM/Transavia operational profit |
| Pension | 22.67% employer contribution | Dutch aviation pension fund |
Additional benefits include travel allowance (€104/month), route cost allowance (€84/month), ISA staff travel tickets (after 3 months of service), KLM/Transavia/SkyTeam partner ID travel (after 12 months), 7 weeks holiday per year (including 3 consecutive weeks in summer), free type conversion from B737 to A320 during fleet transition (no bond), and the 30% ruling tax benefit for eligible expats (untaxed portion of salary for up to 5 years).
Salaries are Dutch gross figures before income tax and social security. The Netherlands uses a progressive income tax system (box 1) with rates from 36.97% to 49.50%. Expats eligible for the 30% ruling can significantly reduce their effective tax rate. Data compiled from Transavia recruitment portal (2026), PPRuNe salary discussions, PilotJobsNetwork (Feb 2026), AviationCV job listings, and candidate reports. Always verify current figures with Transavia directly.
Sources & Methodology
This guide is compiled from pilot community reports on PPRuNe (Professional Pilots Rumour Network), Glassdoor reviews, PilotAssessments.com (PASS) Transavia assessment modules, Aviation Insider interview and simulator preparation guides, EPST assessment preparation feedback, the official Transavia careers portal (werkenbijtransavia.com), Air France–KLM Group fleet and financial reports, PilotJobsNetwork salary data, PilotsGlobal job listings, and Airwork.nl (Dutch aviation forum). Question content in our Interview Prep Pack is sourced directly from candidate reports — each question shows its source type and confidence level.
This guide focuses on Transavia Netherlands. Transavia France is a separate entity (95.51% owned by Air France) with its own recruitment process conducted through the Air France PSY selection system. Always check the Transavia careers page for the most current requirements and open positions. This guide was last updated in April 2026.
For Air France–KLM Group comparisons, see our KLM interview guide (parent airline) and Air France interview guide (group partner). For other European LCC alternatives: easyJet, Ryanair, or Norwegian Air.