After ProStar, now Skylens (less than 12 hours left)

I imagine your resume has been ready, and your application email has been drafted by now?

If not, you probably should get to it. Don’t wait for the last minute, like I did for ProStar.

I actually never even got to apply for their job: they closed the application window early, so I missed out—dumb, i know!

Not happening this time.

Today, I’m sharing everything there is to know before you apply for Skylens this season…

Why it’s important? because it’s a glimpse of what other companies are likely doing too, behind the scenes.

And as discussed previously, I have 3 aviation career coaches I trust I’d like to introduce to you at the end. If you’re looking for interview prep or career services (resume, cover letter rewrite), you should check them out.

For full transparency, I’m not being paid by any of them for making this post. They’re just my honest recommendations, from low-time pilot to low-time pilot.

Let’s start with how the hiring process at Skylens works.

Once 200 resumes are received, the application window will close—and they’ll cross that threshold before you wake up.

All applications will then be scored and divided into 3 tiers. If you get an email that says you made any tier other than Tier 1, you’re done. Just move on.

If you meet what I call the key competitive requirements (A&P, previous experience with EaglewView camera, lots of Aztec hours or current residence near Skylens HQ), you’re likely making Tier 1, along with 20-30 other candidates.

The kicker this 2025-2026 season: you’re not getting an Aztec seat.

Because 11 pilots from last season are coming back, none of the new hires will “start” on the Aztec, and there’s no promise you’ll move up. Only 7 seats are available and they’re all single-engine.

What do we know about the new pay structure? not much, except…

It all changed last season from salary/bonus to straight hourly which varies depending on airframe assigned. There is a minimum 3 hours daily pay regardless of flying or not, plus every revenue flight hour is paid on top of that(not against it). The average pay for the 2024-2025 6.5 month season was $27,766. The top earner made $45,729. All lodging and rental cars paid. No other per diem. After a pilot application is returned, reviewed and qualified, Skylens will send out the Pilot Operations Guide with all the excruciating details on everything. Each applicant can then determine if this is a position they are willing and able to take on.

Still interested? here are some application tips—from Skylens themselves…

• Resumés received before the acceptance window will receive zero consideration. Over 50 people have tried to be slick by submitting early.

• A one-page resumé, in black and white with no fancy designs or photos, is preferred.

• Resumés should be in an attached pdf, MS Word doc or other standard text document. Do not use google docs or other online apps. Cover letters should be written in the body of the email vs an attached word doc.

• If you plan to schedule your submission email, make sure it works. This method failed for previous applicants.

• Don’t use Hotmail or Yahoo.

• Make sure your submission contains all the information requested on the website.

• You are welcome to apply with minimum requirements however, without a commercial single AND multi ticket AND double digit multi time, you would likely need an A&P certificate or previous experience specifically on the Eagleview camera system in order to make the cut.

• Future expectations of required time or certificates are not accepted (ex: my checkride is next week). You must meet the minimums at the time of application, except for the age requirement which you must meet before October.

• The company listed minimums, requirements and policies are non-negotiable and there are no exception/exemptions. Every legal and practical angle has been vetted. If you are not willing and able to adhere to the company's policies, then please do eachother a favor, seek employment elsewhere.

• There is no hard time-off during the contract. No going home for holidays or a friend's wedding or family reunion or going to an interview for your next pilot job while on contract. If you would like to fly for this company, be ready and able to complete a 7-month deployment.

• The process is tightly controlled and will take about a month. After applying, don't send "Did you get my resume" follow-up emails. It will only slow down the process. If you sent to the correct email address and didn't get a bounce notice from your email server then they got it. If you followed all instructions, it will be reviewed.

And keep an eye on the Skylens facebook page, they’ll post EVERY update.

So much effort from a company only hiring 7 people? true. And that’s why they’re worth flying for.

Me meeting none of the key requirements, I don’t expect to get into Tier 1, unless everybody that paid for Aztec time is turned off by the idea of flying a single-engine, and decides to bet on Eagleview or Optic instead. But it’s worth a shot.

So let’s get into what will be next, after ProStar and Skylens…

Some more companies will be hiring low-time pilots these next months, but the hiring process won’t be as transparent as both companies. Having referrals will do most of the heavy lifting, and coming up with creative ways to stand out will be valuable this time.

Getting another jump pilot job once I’m done here shouldn’t be too hard now that I know what I know (I need that night and cross-country experience though…)

We’ve been over the multiple methods low-time pilots get a job…

Not so long ago, all you needed to do was find a way to reach out to the operator you wanted to fly for and be dedicated (and lucky) enough in your outreach process to get an interview. Recently, time in type was an added factor, hence the rise of competitive minimums for jobs like Skylens: the secret was out.

I think the next differentiator will be a prepared candidate.

Very obvious reason: employers currently have more than enough applicants to choose from. They can afford to be extra picky. I’ve heard HR-type interviews are now being conducted even for CFI jobs—jobs we used to get after a simple handshake agreement…

Well, if all you might get this season is one opportunity (if you get lucky), wouldn’t you want to make it count?

I initially wanted to find coaches to prep those who made the cut for ProStar because I’ve been through their interview process, and you’re simply not making it through without prep.

But we’ll always need prep at some point anyway.

I just wanted to give you solid options to get help from, if you’ve ever considered it. I’ve chatted with all three of these people over the past months and year, and they’ve been super cool.

1. Carolynn from @pilotresumes, if you just need someone to write yours.

2. Iain from MyPilotInterview, usually working with 121 guys, currently running a discount for low-time pilots because he knows we don’t make as much as his regular clientele. 

3. Ian Lea, from Avic Air—I specifically asked if he could do a FREE workshop for us on how to properly interview prep, so we all understand the basics. It’s happening next Sunday. Sign up here. 

Before I wrap it up…

You may be thinking, “I can figure this 💩 out!” 

As someone who’s been figuring it out all on my own (well, not really on my own because i have you to share what i learn with), the ProStar interview (among other epic fails) showed me I could keep figuring it out, if I’m okay wasting some of the opportunities I get.

After all, I don’t know what I don’t know.

Want to know why mentorship, coaching, prep or whatever else people call it, makes sense now? clarity.

THEY know.

You won’t have to fail to learn.

Best of luck!
— Ivan

P.S: Ian Lea (Avic Air) mentors pilots on the side, and said he will have a special offer for those who show up to his free workshop. I don’t know what it is either. We’ll find out! Sign up here.