The airline isn't just looking for pilots. In fact, you might be surprised by some of the job openings.
Today, the airline, which is based in Long Island City, New York, has grown to 16,000 global employees and it operates flights out of 86 cities. "We're hiring every day," says Debra Cartagena, JetBlue's manager of talent acquisition. "I've personally done 26 interviews this week. We expect to hire close to 400 pilots next year, hundreds of in-flight personnel, and all of our other operations are following suit."
Cartagena explains what the company is looking for in its new hires.
What do you expect candidates to know about the company before an interview?
We expect them to know who we are and what we do. What are our financial drivers? In what way do we serve our customers? That sounds easy, but many people don't take that couple of hours of research, and it makes the difference. We're talking about your career; why wouldn't you go the extra mile?
What types of jobs are available for recent graduates?
Pilots require years of training before they walk in our door. But just about every other area of the business has an entry-level opportunity. In-flight crew is a great way to see the world and enter the organization in a critical role. Customer service support interacts with all of our customers, and most of these jobs are work-from-home jobs. And our internship program is designed for students of all majors.
What are the requirements for the internship program?
Our College Crew program is designed for recent college graduates. The application window opens in January, and we hire 20 to 30 interns for the summer. The vast majority of our interns are based in our New York headquarters as well as our operations offices in Salt Lake City, Utah, and Orlando, Florida. The internships can be 90 days to 12 months. These are not administrative roles. They are doing project work, and they are paid for their time.
What types of jobs do you offer that some might find surprising for an airline?
We really are a technology company at our core, which might seem surprising to some. Some examples of roles in that area are engineers, graphic designers, and digital marketing strategists. We also hire a lot of revenue analysts right out of college. These are the people who analyze the rise and fall of the stock market, and determine air travel prices based on that. It's a nuanced skill, and it offers young people a lot of growth. We almost always have a need in that department because people are promoted very quickly. They learn many skills on the job and find different opportunities within the company.
Do most positions require a specific degree?
With the exception of pilots, we are looking for learning ability rather than specific degree. We hire liberal arts majors in a variety of disciplines and look for the ability to solve problems.
Where do you look for candidates?
We're in a really fortunate position that a lot of candidates come to us. The vast majority comes in through our application portal. We network with candidates on LinkedIn, which is successful from the corporate perspective.
We recruit for aviation professionals by partnering with Women in Aviation and the Organization of Black Aerospace Professionals. We also have a program called the University Gateway Program, which is a career planning and mentoring initiative designed to identify and recruit talented professionals into the pilot ranks. We partner with universities such as Bridgewater State University, Embry-Riddle Aeronautical University, University of North Dakota, Auburn University, Jacksonville University, and Inter-American University of Puerto Rico, and a number of aviation- and STEM-focused colleges and universities.
Is it OK for candidates to interact with you on social media?
Connect with us on LinkedIn. I love having a meaningful conversation. We're also very tweet-friendly. Following the recruiters on Twitter is a good idea. But Facebook is personal. We try to keep it to our friends and not use it in the professional arena.
What types of questions do you typically ask in an interview?
"What about JetBlue appeals to you as an employer?" What we're really trying to get at is, do you know who we are? There are folks who we've talked to on the phone and then come in to the interview and they're really not sure. They are just there for an interview, like it's checking a box; they don't want to be here.
What questions should candidates always ask in an interview?
I'm interested in questions that show that they've done their research. "How does this role impact JetBlue's overall mission and values?" Questions that tell me this person is interested in developing within the company and how they can add to its success.
Is it OK to bring up salary?
I get that people need to make money. But it can be a put-off when a candidate's questions revolve around what's in it for them. It's important information, but you're better off letting the recruiter handle that topic.
What's a mistake people make in interviews all the time and don't know it?
Being unprepared is probably the biggest mistake. Not coming in with a résumé. Not coming in with any thought of what you're going to talk about.
What's the most memorable thing anyone's done in an interview that landed him or her the job?
A few months ago, a candidate started to tell the story about getting ready to take his little brother who has autism on his first flight with Jet Blue. He spoke about how much he admired our Blue Horizons for Autism program, in which we allow individuals with autism and their families to tour our airports and go through the pre-flight process to better prepare them for what can often be a stressful trip. I could just see how much this candidate cared about the cause, and he effectively communicated his desire to help the program grow within the company so that it can help other families.
Do you expect all candidates to be interested in air travel?
Many of our candidates have extensive travel experience. That's a cue to us that you are into this culture. But any nontraditional experience is valuable. I always encourage people to put these experiences on their résumé — whether it's a hobby, a skill, or a volunteer experience. These are great conversation starters, and it helps us get to know you better as an individual.
Do thank-you cards or emails matter to you? Is not sending a thank-you a deal breaker?
Be authentic. A colleague once shared a thank-you with me from a candidate we both interviewed, and then I got the same one with the exact same words.
Interview Insider is weekly series offering tips for getting a job at some of your favorite companies. Check back every Thursday for the latest interview.
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