Who is Pacific Aviation?

Pacific Aviation is a contract aviation company marking thirty years in business this year. The company serves as a trusted staffing partner for international air carriers, supplying customer service agents, cabin cleaners, wheelchair attendants, dispatchers, and ground personnel across the country, from Los Angeles, San Francisco, Seattle, and San Jose on the West Coast to Boston, Raleigh-Durham, Myrtle Beach, Wilmington, NC, Norfolk, and Syracuse on the East Coast. Systemwide, Pacific Aviation supports approximately 1,300 employees.

Senior Recruitment Consultant Doug Hoffman joined Pacific Aviation about two years ago as part of a broader restructuring led by a new VP of HR. Hoffman now leads roughly 90 percent of the company’s recruiting personally, supported by HR business partners in key markets like San Francisco/San Jose/Seattle, and a colleague who helps cover East Coast recruiting alongside her benefits responsibilities.

The Hiring Challenge Before a Structured Process

Pacific Aviation’s accounts include some of the most prominent international carriers in the industry, and representing them well requires candidates who are polished, professional, and ready to be the face of a global airline brand. Building a hiring process capable of consistently identifying that caliber of candidate, at the volume a 1,300-person, multi-market operation demands, became Hoffman’s focus from day one.

Building a Sharper, More Structured Process

• Precise, account-specific knockout questions to identify candidates with the right experience, language skills, and professional polish
• A way to manage 30 to 40 open positions a month across multiple markets and language requirements
• Structured interview guides hiring managers could use quickly and consistently
• A scheduling process fast enough to keep pace with high applicant volume

Why Workable Fits Pacific Aviation

With Workable already in place, Hoffman focused on unlocking more of what the platform could do. He tightened job descriptions and introduced detailed, account-specific knockout questions, ensuring every posting reflects exactly what a given airline partner needs, down to the specific language skills required for accounts supporting international routes.

Workable’s built-in career site and job board distribution continue to feed a strong, steady stream of applicants, giving Hoffman a deep pool to draw from for even the most specialized roles.

Implementation & Adoption

Hiring managers across Pacific Aviation’s markets were trained to review candidates and provide feedback directly in Workable from the earliest days of the rollout, and adoption has only deepened since. Hoffman and his team built out structured interview guides that let hiring managers move quickly and confidently from a screened candidate to a clear yes-or-no decision and a verbal offer.

How Workable Changed Pacific Aviation’s Hiring Strategy

From Broad Postings to Precision Screening

With tailored knockout questions now built into every posting, Hoffman can quickly identify the candidates who best match each account’s specific needs, whether that means six months of customer service experience, fluency in Mandarin or Cantonese, or a particular kind of professional polish.

“I think it’s a very great system. I would definitely recommend it. I like that I can go in and set it up and have control of setting up the knockout questions and making sure we are compliant and consistent.”

A Full Week of Interviews Set Up in Half a Day

Workable’s self-scheduling, synced directly to Hoffman’s Outlook calendar, lets him send video interview invitations to fifty, seventy-five, or even one hundred candidates at once. By the next morning, his calendar is filled with candidates ready for live video interviews, each running fifteen to twenty minutes depending on the role.

“Combining it with the self-scheduling piece, I can sort candidates into buckets and go through several recs in a day. I can set my week up in a matter of half a day.”

When a candidate stands out, Hoffman can move them straight into a hiring manager interview within twenty-four to thirty-six hours, keeping strong talent from slipping away to another opportunity.

Structured Interview Guides Built for Speed and Consistency

Simple, structured interview guides give hiring managers a clear, repeatable way to evaluate every candidate and reach a fast decision, feeding directly into a verbal offer once a candidate is approved. That structure has helped Pacific Aviation standardize its hiring approach across markets, even as pay scales and role requirements shift from one region to the next.

Scaling for New Accounts on Short Notice

When Pacific Aviation set up a new account in Seattle supporting a Hong Kong to Seattle route for an international carrier, the team hired twenty-eight agents plus a full support staff to launch it. That kind of rapid, large-scale hiring push has become a regular part of how Pacific Aviation grows alongside its airline partners.

Business Impact

• Customer service and ground roles filled in as little as two weeks
• Support for hiring across 1,300 employees and multiple concurrent airline accounts
• A 28-agent hiring push completed to launch a new international airline account
• Consistent, structured hiring practices standardized across markets nationwide

Would Pacific Aviation Recommend Workable?

Without hesitation. After years spent working with a range of recruitment tools, Hoffman considers Workable a standout fit for the fast-moving, high-volume, detail-sensitive hiring that supports international airline partners demands.

“It’s a great tool, and it does save us a lot of time. It’s definitely cost-effective.”

For a company built on representing some of the world’s most recognizable airlines, that combination of speed, structure, and consistency keeps Pacific Aviation ready for whatever its partners need next.