Pilot Salary in the United States

According to the latest Bureau of Labor Statistics (BLS) data, airline pilots, copilots, and flight engineers have a median annual salary of about $226,600. 

This breaks down to roughly $18,880 per month, $4,360 per week, or about $109 per hour (assuming full-time hours) – highlighting the lucrative nature of this career. 

However, these figures can vary widely based on the type of pilot, experience level, and region. 

Below, we delve into the details of pilot pay, from average salaries and percentile ranges to state-by-state comparisons, as well as factors influencing pay and how pilot earnings stack up against related aviation careers.

Average Pilot Salary (Annual, Monthly, Weekly, Hourly)

On average, U.S. pilots earn well into six figures annually. The median annual wage for airline pilots is about $226,600, with commercial pilots (who typically fly charter flights, corporate jets, helicopters, etc.) earning a median of roughly $122,670 per year. 

In practical terms, for airline pilots this median translates to approximately $18,800 per month or $4,350 per week. It also equates to an hourly rate of about $109 (assuming ~2080 work hours per year). 

These high earnings reflect the intensive training, responsibility, and skill required for the job.

• Annual: $226,600 (median for airline pilots)
• Monthly: ~$18,880 (median)
• Weekly: ~$4,360 (median)
• Hourly: ~$109 (median)

For commercial pilots (non-airline), the pay is lower on average (about $122,670 median annually, or roughly $10,220 per month). 

Entry-level and regional airline pilots typically start on the lower end of the scale, whereas senior captains at major airlines can earn well above the averages – often reaching $300,000+ per year with bonuses and other pay components.

Why such high pay? Pilots are required to make quick, critical decisions and ensure the safety of hundreds of passengers. 

They undergo rigorous training and must log thousands of flight hours. 

The compensation reflects these demands, as well as a traditionally strong union presence in the airline industry that has negotiated substantial pay raises in recent years.

Types of Pilots and Pay Differences

Not all pilots earn the same; salaries differ notably by the type of pilot and the industry they work in:

• Commercial Airline Pilots: These are pilots flying for large scheduled airlines (passenger or cargo). They are generally the highest-paid category of pilots. Major airline pilots (e.g. Delta, United, FedEx) often earn the top salaries, especially at the captain level. According to BLS, airline pilots have a median wage above $220k as noted, and the top 10% make over $239,000 per year. Pilots flying international or wide-body routes tend to earn the most.
• Private/Corporate Jet Pilots: These pilots fly business jets for corporations or wealthy individuals. Their pay can vary widely. In many cases, corporate jet pilots earn less than major airline pilots, but they can still have high six-figure incomes if working for large corporations. Corporate pilots often enjoy more stable schedules but may have additional duties (like managing the aircraft).
• Charter and Regional Pilots: Pilots flying for regional airlines or charter services (including air taxi, medical evacuation, etc.) are often on the lower end of the pay scale. Many regional airline first officers start at modest salaries (sometimes $50k–$80k range), though recent pilot shortages have driven these wages up. Charter pilots (operating unscheduled flights, tour flights, etc.) fall under the BLS “commercial pilots” category and had a median around $99k in recent data. Their pay depends on the niche – for example, ambulance or tour helicopter pilots might earn less than a corporate jet pilot.
• Military and Test Pilots: While not in the civilian BLS statistics, it’s worth noting military pilots are salaried by rank and experience, and some transition to very high-paying test pilot or specialty aviation jobs in the private sector.

Pay differences: In general, major airline pilots top the pay scale, followed by senior corporate jet pilots. Regional/charter pilots earn considerably less on average, especially early in their careers. 

The gap is illustrated by the BLS data – airline pilots (scheduled air transport) earn at the high end (often hitting the survey reporting cap of $239,200+), whereas many smaller-scale commercial pilots have earnings closer to the national median or below.

Example: A captain at a legacy airline (with decades of experience) can earn $300,000–$400,000+ annually, while a new first officer at a regional airline might start around $80,000. Private sector corporate pilot pay can fall in between, say $100k–$180k, depending on the employer (with those flying large business jets for Fortune 500 executives earning on the higher end).

Pilot Salary Ranges (Percentiles)

Pilot salaries span a wide range. Here are approximate percentile ranges for airline pilots (nationwide, per BLS data):

• 10th Percentile: Around $98,560 per year (entry-level or junior pilots – the bottom 10% of earners make this or less). These could be pilots just starting out with a regional airline or in lower-paying sectors.
• Median (50th Percentile): Approximately $226,600 per year (this is the midpoint – half of pilots earn less, half earn more). This figure underscores that a “typical” U.S. airline pilot earns well into six figures.
• 90th Percentile: $239,200+ per year (the top 10% earn this amount or higher). In fact, BLS data top-codes pilot wages at $239,200, meaning many senior pilots’ actual earnings go beyond this. Pilots at the major airlines with long tenure (especially those flying large international aircraft) often fall in this top 10%. It’s not uncommon for them to have total compensation exceeding $300k annually when overtime and per diem are included.

For commercial pilots (non-airline), the distribution is lower: the median is about $122,670, the bottom 10% around $59k, and the top 10% also above $239k (some non-airline pilots, like certain test pilots or charter pilots, can still earn very high incomes).

Overall, these percentile ranges highlight a broad pay scale. New pilots or those in less lucrative sectors start under $100k, but with experience and especially if moving to major airlines, pilots’ earnings climb dramatically. In fact, the middle 50% of airline pilots roughly span from the low $150,000s up to the $200,000s. 

The upper echelon earners hit salary levels comparable to surgeons and top executives.

Pilot Salary Growth (2019–2023)

Pilot salaries have seen substantial growth in recent years, in part due to increasing demand for pilots and new union contracts at major airlines. 

The median annual wage for airline pilots was about $147,220 in 2019. By 2021 it had jumped to $202,180, and it reached roughly $219,000 in 2023. This is a remarkable rise in a short period:

• 2019: ~$147k (median)
• 2020: ~$161k (median)
• 2021: ~$202k (median)
• 2022: ~$211k (median)
• 2023: ~$219k (median)

Based on BLS 2023 median of ~$219,000 for airline pilots, major airline pilots are projected to earn about 3.8% more in 2025, suggesting a median around $227,000 for major airline pilots in 2025.

Pilot Salaries by State (Highest to Lowest)

Pilot earnings can vary by state, largely due to the presence of major airline hubs or large corporate aviation centers in some states. 

Below is a table of average annual salaries for airline pilots by state, using BLS Occupational Employment Statistics data. 

Note: “N/A” indicates data not reported (states with very few airline pilots, e.g. Delaware, D.C.). Estimates marked “(est.)” are approximate, inferred from industry data and regional pilot employment.

Analysis: States with major airline hubs or large cargo operations dominate the top of the list. Washington (home to Seattle/Tacoma – a hub for Alaska Airlines and significant cargo operations) is the highest, with an average well above $300k. 

Illinois (Chicago O’Hare – United Airlines hub) and California (multiple large hubs in LAX, SFO) also see pilots earning near or above the high-$200k range on average. Florida (a state with numerous hubs and cargo operations, plus many corporate jets) is similarly high. 

Texas (American’s base in Dallas/Ft.Worth and United’s in Houston) and New York (the NYC airports) also offer very high pilot salaries.

On the lower end, states with little airline activity – e.g. Wisconsin (no major hubs; many pilots there fly for smaller regional airlines) – show much lower averages (around $85k). 

In these states, most airline pilots are likely first officers or flying shorter routes for regionals, hence the lower mean wage. It’s striking to see the highest-paying state (WA) averaging roughly 4× the salary of the lowest-paying state (WI) for this occupation – a reflection of the concentration of top-paying airline jobs in certain states.

Keep in Mind: Pilots often do not have complete freedom in choosing location early in their careers – they go where the job (or base assignment) is. But as this table shows, building your career in a state with large airline hubs can correspond to higher pay. That said, cost of living in those areas is also higher, and many pilots commute by air from their residence to their assigned base.

Salaries in Major Cities: NYC, LA, Miami, Chicago

Major metropolitan areas with busy airports tend to offer high salaries for pilots, commensurate with their airline hub status and cost of living:

• New York City (NYC): New York area pilots (e.g. based at JFK, LaGuardia, Newark) are among the top earners. The average annual salary for an airline pilot in NYC is around $198,000. New York’s high cost of living and the presence of major international routes (flown by senior captains) push salaries upward. Many airline captains living in the NYC area easily exceed this average, especially those flying long-haul international routes.
• Los Angeles (LA): LA-area pilots (based at LAX or nearby airports) also earn high pay – averaging about $189,000 per year. LAX is a major hub for several carriers (American, Delta, United for international, plus cargo carriers like FedEx/UPS), so top-of-scale captains are common. The sunny weather also attracts many corporate jet operations – corporate pilots in LA handling Hollywood or business aviation can earn six-figure salaries as well (though typically not as high as airline pilots).
• Miami: Miami is a key hub for American Airlines (especially for Latin America routes) and has a large cargo and corporate aviation presence. Pilot salaries in Miami are similarly high, generally in the upper $100,000s annually. For instance, a mid-career airline captain in Miami can easily be making $180k–$200k+ a year. Miami’s large cargo operations (e.g. DHL, UPS) also employ highly paid pilots. Fun fact: South Florida in general has a high concentration of pilots – it’s a training mecca and home to many private jet operators – but it also has some lower-paying charter jobs. The top airline roles in Miami, however, pay on par with other major cities.
• Chicago: Chicago (O’Hare and Midway airports) is a major aviation center – United and American both have major hubs at O’Hare. As a result, Chicago-area pilots also enjoy upper-tier salaries, often comparable to NYC. An average airline pilot in Chicago likely earns around the $180k–$200k per year mark. Senior United Airlines captains based in Chicago, for example, are among the best-paid in the profession, with total compensation well into six figures (plus excellent benefits).

In all these cities, demand for experienced pilots is high, and the dominant airlines have strong unions that negotiate standardized pay scales. Thus, while there are regional variations, the top scale for a given aircraft and seat (captain vs first officer) is generally the same nationwide for a particular airline. 

The differences in city averages often come from the mix of senior vs junior pilots at that base and whether that city is a base for major international flying.

Factors Influencing Pilot Pay

Several key factors can cause two pilots to have very different salaries:

• Experience & Seniority: This is arguably the number one factor in pilot pay. Airline pilots are typically paid on a scale that increases with each year of service. A senior captain with 20+ years at a major airline will be at the top of the pay scale, while a new first officer will be at the bottom. More experienced pilots also have access to better flying schedules (more hours or premium routes) that can boost their pay. Seniority is king in airlines – it dictates not just pay, but also the size of aircraft you fly (bigger aircraft usually = higher pay) and schedule preferences.
• Aircraft Type: The larger or more complex the aircraft, the higher the pay rate in most airline contracts. For example, a captain flying a Boeing 777 or 747 typically earns more per hour than one flying a small regional jet. Aircraft that fly long-haul routes also often pay more. Widebody captains (international long-haul) are usually the highest-paid category of airline pilot.
• Employer (Airline) and Sector: Which company a pilot works for greatly affects pay. Major legacy airlines and large cargo carriers (FedEx, UPS) tend to have the highest pay scales. In contrast, regional airlines, charter companies, or small cargo operators pay less. For instance, as of 2023, a Delta Air Lines narrow-body captain’s pay rate is significantly higher than a captain at a small regional airline. Corporate flight departments of big companies can also pay well (sometimes rivaling major airlines), but many smaller corporate or charter operators pay less. Unionization plays a role here – unionized airlines have defined pay rates that often outpace non-union sectors.
• Location and Base: As shown in the state table, geography matters. Pilots based in locations with a lot of high-paying flying (major hubs) tend to earn more. Certain states (like those with big airline hubs or large corporate aviation sectors) will see higher average salaries. Additionally, location can influence per diem allowances and state taxes, impacting take-home pay. (However, note that pilot contracts usually standardize base pay across bases – the differences come from cost of living adjustments or the types of operations at those bases.)
• Rank and Role: Within an airline or operation, captains earn more than first officers, and line pilots may earn additional stipends for roles like check airman or instructor. Moving from First Officer (right seat) to Captain (left seat) often comes with a substantial raise. For example, a first officer might make roughly half of what a captain on the same plane makes. Leadership roles (chief pilot, fleet manager) in corporate or charter settings can also command higher pay.
• Flight Hours and Overtime: Pilot pay is typically calculated hourly (for flight hours), with a minimum guarantee per month. Pilots who fly more hours (or pick up extra trips) can earn more. Many airlines pay overtime rates for hours above a certain monthly threshold. In today’s pilot shortage environment, picking up open flying or overtime can significantly boost a pilot’s earnings. Some airlines also offer “bonus pay” or incentive pay to pilots who fly on days off due to operational need.
• Certifications and Special Skills: All airline pilots must have an Airline Transport Pilot (ATP) certificate, so the playing field there is level. But additional certifications or skills (e.g., type ratings on multiple jets, flight instructor certification, or specialized training like test pilot expertise) can enhance a pilot’s value, especially outside the airline realm. For instance, a pilot certified to fly a Gulfstream G650 may command a higher salary in the corporate market than one flying a smaller Learjet. Helicopter pilots or pilots with dual fixed-wing/helicopter ratings might leverage multiple opportunities (though helicopter flying often falls under the “commercial pilot” category with its own pay scale).
• Union Representation: As mentioned, being part of a strong pilot union (such as ALPA – Air Line Pilots Association) tends to correlate with higher wages and better benefits. Union contracts set pay scales that often lead the industry. Pilots at non-union carriers or smaller operations negotiate individually and may not have as much leverage for high pay.
• Industry Demand: The broader supply and demand for pilots can influence pay. Right now, the industry is in a pilot shortage, which has pushed airlines to increase starting salaries and offer hefty sign-on bonuses (regional airlines in particular have offered bonuses $20k–$50k to attract new hires). During downturns, however, pay might stagnate or airlines may offer early retirement instead of raises. But given current trends, demand is fueling higher pay across the board.

In summary, a pilot’s paycheck is the product of what they fly, who they fly for, and how long they’ve been flying. 

A seasoned major airline captain flying an international widebody will sit at the top of the pay range, whereas a new regional airline hire will start much lower. 

Over a career, a pilot’s earnings trajectory can literally take off – it’s often said that the first few years are modest, but later years are extremely rewarding financially.

Non-Monetary Perks and Benefits

Beyond salary, being a pilot comes with a host of valuable benefits and perks that significantly enhance the overall compensation package:

• Travel Privileges: Most airlines offer their pilots (and often their immediate families) free or reduced-fare flights on their network (space-available). This means pilots can travel standby virtually anywhere their airline flies, and sometimes via partner airlines as well. The personal travel benefit is a beloved perk – many pilots take advantage of it to see the world on their days off.
• Expense Allowances: Pilots receive a per diem allowance for every hour they are on a trip away from base, to cover meals and incidental expenses. For example, an airline might pay ~$2–$3 per hour away from home. Over a year, this tax-free per diem can add thousands of dollars to a pilot’s income. Airlines also cover hotel accommodations and transportation for overnight layovers. Essentially, when you’re on a work trip, your hotels and meals are largely paid.
• Health and Retirement Benefits: Major carriers provide excellent health insurance (medical, dental, vision) for pilots and their families. Furthermore, pilots typically have robust retirement plans. Many airlines shifted from traditional pensions to 401(k) plans with substantial company contributions – it’s not uncommon to see airlines contributing 10-16% of a pilot’s salary into their retirement accounts annually. Cargo carriers like FedEx and UPS are known for especially strong retirement contributions. These benefits can amount to tens of thousands of dollars in value each year.
• Paid Time Off: Pilots accrue vacation days in accordance with their contracts. They also have guaranteed days off each month (often 10+ days off). The work schedule is unique – usually a pattern of a few long work days followed by several days off. In addition, senior pilots can bid schedules to group time off for extended periods. Some airline contracts also include “deadhead” travel on company time, meaning if you have to fly as a passenger to position for a trip, you’re paid but not doing active duty.
• Training and Education: Airlines provide all necessary training (initial and recurrent) at no cost to the pilot, and during training periods pilots are paid (though sometimes at a slightly reduced training rate). This includes simulator training, aircraft type ratings, etc. Essentially, pilot employers invest heavily in maintaining and upgrading a pilot’s skills – a non-monetary but crucial benefit.
• Job Security and Union Protections: While the aviation industry can be cyclical, union contracts often ensure furloughs (if they happen) are by seniority and come with recall rights. Also, once a pilot passes probation at an airline, there is typically a high degree of job security (major airlines historically have low involuntary attrition aside from economic downturn furloughs). This security and support (legal and professional) from unions is an indirect perk.
• Quality of Life Perks: Pilots often have access to airline employee lounges and facilities. Many airlines offer discount programs for employees on things like hotels, rental cars, and other travel industry offerings. Some provide crew meals on long flights. And despite the long hours, pilots do get opportunities to layover in interesting places – essentially a free mini-trip as part of work. For those who love travel, it’s a lifestyle perk: “I get paid to travel, and on days off I can jumpseat to Paris for the weekend.”

Finally, it’s worth noting signing bonuses have become common at the regional airline level in recent years (a response to pilot shortages). A pilot might receive a $20k+ bonus for signing a two-year commitment with a regional carrier. Some major airlines have offered bonuses for pilots with certain experience (though the norm at majors is to attract pilots via high pay rather than one-time bonuses).

These extras don’t show up in the salary number but significantly enhance a pilot’s overall compensation and quality of life. They make the profession not just well-paying, but also richly rewarding in terms of experiences and security. 

As one example, a long-haul airline captain might enjoy a week off after a series of trips, use free flight benefits to vacation in Hawaii, and do so knowing their family’s healthcare and retirement are well taken care of – perks that are hard to quantify in dollars.

Tips for Negotiating Pilot Salaries

When it comes to salary negotiation, pilots in the airline industry typically have fixed pay scales – there isn’t much individual negotiation (your pay is set by the union contract based on seat, aircraft, and seniority). 

However, if you’re pursuing jobs in corporate aviation or smaller companies, or even negotiating a contract as a group, here are some key tips:

• Do Your Homework: Know the market rate for the position. Research industry salary reports, talk to pilot associations, and leverage resources like payscales or union data. When negotiating with a corporate flight department or charter company, come armed with data showing what pilots in similar roles (and similar aircraft) earn. Demonstrating that you know your worth in the market lends credibility to your ask. For instance, if corporate Gulfstream pilots average $150k and you’re offered $120k, you can confidently point out the gap.
• Emphasize Your Value: Highlight what unique value you bring. This could be your extensive experience, a spotless safety record, additional skills (e.g. maintenance know-how or management experience), or customer service excellence for a corporate role. Frame the discussion around how you will benefit the employer (through reliability, leadership, etc.). Pilots sometimes focus only on flight hours, but also mentioning soft skills and dedication can strengthen your case.
• Be Willing to Negotiate Beyond Base Salary: If an employer has a strict salary cap, consider negotiating other compensation elements. This might include a signing bonus, extra vacation time, schedule flexibility, or training opportunities (like getting a type rating on a new jet). In corporate aviation, you might negotiate for the company to cover an advanced training course or an additional type rating, which boosts your future marketability. Also, discuss benefits – a slightly lower salary with a much better 401(k) match or profit-sharing could be worth accepting. Be open to creative solutions.
• Demonstrate Flexibility and Professionalism: While you should know your target number, enter negotiations with a collaborative tone. For example, “I’m excited about the opportunity here; I was expecting a salary in the $X range given my Y years of experience. Is there flexibility to reach that level?” – This shows you are open to dialogue. Employers often respond well to a positive attitude and reasonable requests grounded in facts. Avoid ultimatums unless you are prepared to walk away.
• Timing Matters: Try to secure the job offer first, then negotiate. As one pilot hiring tip notes, “feel confident they want to hire you before talking about salary”. In an interview, if asked about salary expectations, you can give a range (based on homework) but emphasize you’re negotiable. Once you have an offer, they’ve mentally committed to you – at that point, you have more leverage to discuss pay details.
• Leverage Multiple Offers (Carefully): In today’s market, experienced pilots might get several offers. It can be effective to (tactfully) let an employer know that you have interest from elsewhere. For example, “I have another offer at $X, but I prefer your operation – is there a way to match closer to that figure?” This must be done truthfully and professionally – it can indeed motivate an employer to sweeten the deal (nobody wants to lose a candidate to a competitor). Just be careful not to come across as giving ultimatums or sounding too mercenary.
• Focus on the Big Picture: When negotiating, consider the whole compensation package, not just the salary. Factor in benefits (health, retirement), quality of life (schedule, days off), and career growth (will you fly larger planes sooner?). For instance, a slightly lower salary might be acceptable if the schedule is much better or if there’s a clear upgrade path to captain. Communicate what’s important to you: “Salary is important, but so are the schedule and upgrade opportunities.” Sometimes companies can’t budge on pay but might accommodate elsewhere.

For airline pilots under union contracts, individual negotiation is limited, but pilots can be involved collectively (via unions) to negotiate better contracts. 

Staying informed and participating in union meetings/votes is how airline pilots “negotiate” – through collective bargaining. Recent contract negotiations at major airlines (often yielding >30% pay increases) show the power of unified negotiation.

Top 10 Skills Needed for Pilots

Being an excellent pilot requires a combination of technical, cognitive, and interpersonal skills. Here are ten key skills and abilities that top pilots typically have:

1. Aeronautical Knowledge & Technical Skill: First and foremost, a pilot must have mastery of aerodynamics, aircraft systems, and flight operations. This includes strong hand-eye coordination and flying skills – from smoothly handling the controls to expertly programming the flight management systems. Pilots train extensively to fly by instruments and in all conditions, honing their technical prowess. Continuous learning (new aircraft, new procedures) is part of the job. Essentially, a high level of aviation expertise and stick-and-rudder skill is fundamental.
2. Situational Awareness: Pilots must constantly be aware of their surroundings – the position of their aircraft, weather conditions, other traffic, and so on. This observational skill is critical for safety. They scan instruments and the sky to maintain a mental 3D picture of what’s happening. Good pilots are trained to “stay ahead of the airplane,” anticipating what will happen next. This skill helps in avoiding surprises and allows quick reaction to any abnormalities.
3. Quick Decision-Making & Problem-Solving: In flight, things can change rapidly (weather, equipment malfunctions, etc.). Pilots are trained to make quick, sound decisions under pressure. They must analyze problems (often with limited time) and take corrective action calmly. For example, if an engine fails, a pilot quickly executes memory items and decides whether to continue or divert. This combines both problem-solving skills and the ability to react swiftly. Thinking clearly and not succumbing to panic – that’s a hallmark of a skilled pilot.
4. Communication Skills: Pilots constantly communicate – with air traffic control, with their co-pilot, with cabin crew, and sometimes with passengers. They need to convey information clearly and efficiently. Standard phraseology is used with ATC to avoid misunderstandings. Equally important is listening – understanding instructions or ATC clearances correctly. In a multi-crew cockpit, good communication ensures everyone is on the same page, especially in abnormal situations. A good pilot also adapts their communication style as needed (e.g., being more explanatory and reassuring when speaking to passengers during a delay).
5. Teamwork and Leadership: Crew resource management (CRM) is all about teamwork in the cockpit. Pilots work closely with their co-pilots – even a captain doesn’t “boss around” a first officer; they operate as a coordinated team, cross-checking each other. Being a team player is essential for safety. At the same time, when the situation calls for it, the captain must provide decisive leadership. This means managing the crew, delegating tasks under high workload, and making final decisions when necessary. Great pilots know how to both collaborate and lead. They cultivate a cockpit atmosphere where junior crew feel comfortable speaking up if they notice something (which is a key aspect of safety).
6. Attention to Detail: Aviation is unforgiving of negligence. Pilots must have an eye for detail – whether it’s following checklists precisely, dialing in the correct radio frequency, or noticing a small gauge abnormality early. Pre-flight planning, weight-and-balance calculations, navigation – all require careful attention. A missed detail (like mis-setting the altimeter or forgetting to arm the spoilers) can have serious consequences, so methodical, detail-oriented behavior is drilled into pilots from day one.
7. Stress Management & Calm Under Pressure: Flying high-performance aircraft can be stressful, especially when things go awry (e.g., an in-flight emergency or severe weather). Pilots are trained to stay calm and composed. They must regulate their stress responses and focus on tasks even under pressure. Maintaining emotional stability and making rational decisions under high stress is a critical ability. Passengers often comment on pilots’ cool demeanor – that’s intentional, as a panicking pilot would only make situations worse. The mantra is “Aviate, Navigate, Communicate” – fly the plane first, which requires keeping one’s cool.
8. Adaptability and Flexibility: Every flight is different. Pilots might have to adapt to a sudden route change, a piece of equipment failing, or a last-minute weather development. Being flexible and adaptable ensures they can handle dynamic situations. This skill also extends to schedules – pilots deal with overnight shifts, jetlag, and changes in roster. Adjusting to new airports or new aircraft (after training) is something pilots do throughout their careers. Essentially, continuous learning and adaptability go hand in hand in this field.
9. Physical and Mental Stamina: Flying can be fatiguing – long hours sitting in a pressurized cabin, dealing with multiple time zones. Pilots need a degree of physical fitness and stamina to stay alert through early morning departures or red-eye flights. Sharp mental acuity is required at all times, so managing fatigue (via proper rest, nutrition, and sometimes strategic caffeine use) is a skill in itself. They also must meet medical fitness standards (good overall health, decent vision, etc.). While not a “skill” in the traditional sense, maintaining one’s health and alertness is part of being a professional pilot.
10. Customer Service and Professionalism: Particularly for commercial passenger pilots, having a customer-focused attitude and professional demeanor is important. Pilots are the face of the airline to many passengers – sometimes they greet travelers from the cockpit door or make informative PA announcements. Being able to communicate positively with passengers (especially during delays or turbulence, to reassure them) is a valuable interpersonal skill. Additionally, professionalism – in conduct and appearance – builds trust. Pilots adhere to strict professional standards, from how they dress to how they handle confidential or sensitive information. In charter and corporate aviation, this extends to catering to the specific needs of clients and VIPs, requiring tact and discretion.

These skills combine to make a competent, well-rounded pilot. Notably, the Federal Aviation Administration emphasizes many of these qualities in training and exams – for example, testing problem-solving with scenario-based questions, and CRM skills during checkrides. 

Pilots also cultivate these abilities through experience; every flight and simulator session is an opportunity to sharpen communication, decision-making, and flying technique. In summary, a pilot is part aviator, part manager, part diplomat – and the skill set reflects that diverse role.

Pilot Pay Compared to Similar Aviation Careers

How do pilot salaries stack up against other careers in aviation and transportation? In short, airline pilots are at the top of the pay scale within aviation, with only a few specialized roles coming close. Let’s compare:

• Air Traffic Controllers (ATC): Air traffic controllers, who coordinate the safe movement of aircraft on the ground and in the sky, also earn high salaries. The median annual wage for air traffic controllers is about $144,580 as of May 2024. Controllers are well-paid, but still below the median for airline pilots. The top 10% of controllers can earn over $176k, which is a solid income but top airline pilots surpass that (as we saw, 90th percentile pilots > $239k). Importantly, controllers work a fixed schedule on the ground and can retire earlier (ATC mandatory retirement is age 56, pilots 65). Both are high responsibility jobs – interestingly, pilots and controllers often jest with each other about who has it tougher, but in terms of pay, pilots generally edge out controllers, especially at the upper end of experience.
• Flight Engineers: The role of the flight engineer (monitoring aircraft systems in a three-person cockpit) is largely phased out in modern commercial aviation. In the few places it exists, it’s typically a lower-paid position than pilot, often used as a stepping stone for pilots. On older aircraft or military/cargo planes that still have engineers, those crew are usually paid less than the pilots (but still decent wages). In airline seniority systems, a flight engineer might be a junior pilot earning a fraction of a captain’s pay. So not a common comparison today outside of very niche operations.
• Helicopter Pilots: Helicopter pilots fall under the BLS “commercial pilot” category. Their pay varies by industry – e.g., a tour helicopter pilot might earn around $70k, a police or EMS helicopter pilot maybe in the $80k–$100k range, and offshore oil rig helicopter pilots can earn around $100k. Overall, helicopter pilot salaries tend to be lower than fixed-wing airline pilot salaries. For example, the median wage for all commercial pilots (many of whom are helicopter pilots) is about $99k–$123k as noted. Some helicopter pilots in high-risk, specialized jobs (like certain utility or test flying) can earn six figures, but it’s generally not on the scale of a widebody airline captain.
• Aircraft Mechanics and Technicians: Aircraft mechanics (airframe and powerplant mechanics) have a median salary around $65k (and in the $70k–$80k range for experienced technicians at major airlines). This is a good wage compared to the national average, but it’s far less than pilot pay. Mechanics typically top out below $100k unless they go into management. The responsibility is high (keeping planes safe), but the market rates for that skilled trade are an order of magnitude lower than what pilots get. In fact, pilot pay has been rising much faster than mechanic pay due to the acute pilot shortage versus a more modest mechanic shortage.
• Flight Attendants: Flight attendants have a median wage in the ballpark of $61,000 per year (as of mid-2020s) – for example, it was $56,640 in 2019 and has likely crossed $60k with recent raises. This is only about one-quarter of the median pilot wage. While flight attendants enjoy some similar travel perks, their pay scale is much lower. Senior flight attendants at a major airline might reach $70k–$80k, and with international overrides slightly more, but they don’t approach pilot earnings. It’s worth noting, however, that becoming a pilot requires far more training and certification than becoming a flight attendant, which partly explains the pay gap.
• Other Transportation Roles: Just to contextualize, other transportation jobs like locomotive engineers (train drivers) or ship captains also pay well, but not as much as airline pilots. For example, a senior ship captain or harbor pilot might earn low six figures (~$100k–$150k). Locomotive engineers are often in the $70k–$100k range. Truck drivers, another transport occupation, have a median around $50k. So, an airline pilot far outearns these roles on average. In fact, the BLS lists “Airline Pilots, Copilots, and Flight Engineers” among the top-paying occupations nationwide.

To put it succinctly, pilots (especially airline pilots) are among the best-paid in the entire transportation sector. Only certain highly specialized or management positions (like an airline’s Director of Operations or aviation executives) would have higher salaries, but those are beyond typical operational roles. 

Even within aviation, pilots out-earn almost all their colleagues: a pilot’s salary dwarfs that of the dispatcher, the mechanic, the air traffic controller (to a lesser extent), and the cabin crew.

One notable exception: Air Traffic Controllers can sometimes rival mid-level pilot pay, as discussed, with median around $144k. Another specialty: Aerospace engineers (designing aircraft) have median salaries around $130k, again high but below pilots at the upper levels.

In conclusion, being a pilot – particularly an airline pilot – is one of the most lucrative career paths in aviation and transport. The responsibility for hundreds of lives and multi-million-dollar aircraft, combined with the required skill and training, is rewarded accordingly. 

As the data shows, pilots earn more than their non-flying peers, reflecting both the critical nature of their job and the strong labor contracts in the industry. For anyone considering an aviation career primarily for income: piloting is the clear front-runner in pay.