Pilot FAQ

A background check is a standard part of the hiring process. Each case is assessed individually and in accordance with aviation security regulations and applicable legislation. A criminal record does not automatically disqualify an applicant.

There is no specific age limit. However, you must meet all regulatory, medical, and licensing requirements at the time of application and throughout the recruitment process.

To be eligible for consideration, you must hold a valid EASA licence at the time of application. Non-EASA licences must be converted prior to applying.

If you have previously attended an SAS assessment day, you may reapply after 12 months from the date of your last assessment.

You must hold a valid medical certificate to be eligible for assessment. Applicants without a valid medical certificate will not be invited to, or permitted to attend, an assessment day. 

No. You must hold a valid and issued EASA licence at the time of application. Applications submitted before the licence has been formally issued cannot be considered.

No. Licence conversion must be completed prior to application.

You may apply with a non-Scandinavian EASA licence. However, you must hold a Scandinavian EASA licence (Norway, Sweden or Denmark) before your first day of employment or training with SAS. Licence conversion is the responsibility of the candidate.

The selection process typically consists of the following steps:

1. Online application
2. Screening of documents
3. Online interview
4. Online assessments (including cognitive ability and personality tests)
5. Assessment day (including non-technical and technical elements)
6. Simulator evaluation
7. Final decision

The overall timeline may vary depending on recruitment demand and availability, but candidates are kept informed throughout the process.

The overall selection framework is consistent, but certain elements may vary depending on the position applied for, experience level, and fleet requirements.

Assessments are conducted by a combination of trained SAS pilot assessors and recruitment professionals to ensure a fair and consistent evaluation.

No. SAS does not provide or reimburse travel, accommodation, or other expenses related to attending an assessment day.

Yes. You must provide complete and certified logbook records as part of the assessment process. Incomplete or uncertified logbooks may affect your eligibility to proceed.

Yes. All candidates will be informed of the outcome of their application once a decision has been made.

Due to the volume of applicants and to ensure fairness and consistency, SAS does not provide individual feedback. All decisions are based on standardised assessment criteria.

Successful candidates will be assigned to the next available training course, taking into account operational planning, course availability, and individual notice periods.

If you are successful at the assessment, your employment is subject to completion of mandatory pre-employment checks. These checks must be completed before a start date or training course can be confirmed.

Please note: Successfully passing the assessment does not in itself guarantee employment. Employment is conditional upon meeting all remaining requirements, including successful completion of pre-employment checks, and is not final until a formal employment contract has been signed.

Prior to employment, pilots must complete the following:

• A drug and alcohol test
• A five-year background check, including criminal record verification
• A security interview, in accordance with aviation security regulations

The background check covers the last five years prior to employment. You must provide criminal record certificates from all countries where you have lived during this period.

Yes. Criminal record certificates must:

• Cover all countries of residence during the last five years
• Be no older than 30 days at the time of submission
  
  Incomplete or outdated documentation may delay or prevent employment.

You must hold a Scandinavian EASA licence (Norway, Sweden or Denmark) before your first day of employment or training with SAS. Licence conversion is the responsibility of the candidate.

No. All required pre-employment checks must be successfully completed before you can start training or employment at SAS.

SAS covers the cost of the required drug and alcohol test, security interview, and background check.
Candidates are responsible for any travel expenses or other expenses incurred when obtaining required documentation or attending appointments related to these checks.

The duration of pre-employment checks may vary depending on individual circumstances and the countries involved. Candidates are encouraged to prepare required documentation promptly to avoid delays.

Candidates are responsible for providing complete, accurate, and timely documentation required for pre-employment checks.

Your base will be assigned according to operational requirements and the applicable AOC. Once your base has been assigned, it will be your fixed base. Current bases include Copenhagen, Stockholm, London, Oslo, and Bergen.

Base assignments are determined by operational requirements. While preferences may be noted, base allocation cannot be guaranteed.

Yes. Pilots employed by SAS are offered a permanent contract, subject to a probationary period of six months. The employment contract is issued in accordance with the country in which you are employed.

You will be placed on the next available training course, taking into account operational planning, course availability, your current experience, and your individual notice period.

Yes. SAS covers the required training costs following employment. A training bond of 36 months applies.

Pilots in a 100% position are entitled to 42 calendar days of annual leave per year, in accordance with applicable agreements.

Benefits include a competitive salary, staff travel privileges, pension schemes, healthcare coverage, training and career development opportunities, and a strong team-oriented working culture.