Interview: Meet the Recruiter Jana Leino

"We're Not a Job Board. We're a Partnership."

We sat down with one of StaffHubAero's recruitment specialists to talk about what actually happens behind the scenes: from the first client call to a contractor's first day on the job.

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Walk us through what happens when a new client comes to you with a vacancy.

The first thing we do is listen. A job title tells us almost nothing. "B1 engineer" could mean a permanent role at a regional carrier, a six-month contract with a wet-lease operator or emergency cover during peak season. The requirements, the timeline, the culture of the team, all of that shapes who we approach and how we frame the opportunity.

So before we touch the database, we have a proper conversation. What's the operator dealing with right now? What's gone wrong with previous hires, if anything? What would success look like six months in? That context is what separates a good placement from a great one.

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How do you find candidates, especially for specialist roles?

A combination of things. We have an active database of over 5,000 aviation professionals and we invest a lot in keeping those relationships warm. Not every conversation ends in a placement  but every conversation matters. When a niche role comes up, often the first person we call is someone we've spoken to three times over two years and have been waiting for the right fit for.

Beyond the database, we're active in the communities where aviation professionals spend time: forums, LinkedIn, type-rating groups. We don't just post job ads and wait. We reach out, we have honest conversations about what a role involves and we only move forward when there's a genuine match.

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What does "genuine match" mean to you?

It means the candidate wants this specific opportunity, not just any opportunity. And it means the client is getting someone who will thrive in their environment, not just someone who meets the technical requirements on paper.

We take the dignity of every person we work with seriously. That's not marketing language, it shapes how we operate. We don't push people into roles that aren't right for them. That might mean a slower placement in the short term, but it builds trust on both sides and trust is what our whole business runs on.

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What happens after a contractor starts? Is your involvement finished?

Not at all, and this is where we're quite different from a traditional recruiter. For contractors placed through us, we handle the full employment administration: contracts, payroll, insurance coordination, compliance, visas. We stay in contact throughout the engagement. If something isn't working, we want to know early and fix it. The goal is always to become a long-term partner, not a one-time transaction. Some of our client relationships have been going for years. That only happens when both sides feel supported.

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What's the most common mistake companies make when hiring aviation staff?

Speed without preparation. I understand the pressure, a vacancy in maintenance creates real operational risk and everyone wants it filled. But rushing the process without a clear brief or skipping reference checks because someone looks good on paper, almost always creates more problems than it solves.

The companies we work with best are the ones who trust us to manage the timeline while they focus on the operational side. That's the whole point of a staffing partner.

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And for candidates, what's your advice for engineers or crew looking for their next role?

Be honest about what you want. The money matters, obviously but so does the base location, the fleet type, the work pattern. If you're upfront with us about your priorities, we can find something that actually fits your life. If you just tell us what you think we want to hear, we might place you in a role that looks great on paper and feels wrong from day one. Also: keep your documentation current. Licence renewals, type ratings. It sounds obvious,but we can only move as fast as your paperwork allows.