Avelo Airlines Overview & Company Profile
Avelo Airlines (IATA: XP, ICAO: VXP) is a U.S. ultra-low-cost carrier (ULCC) headquartered in Houston, Texas. It launched commercial service on 28 April 2021 under the leadership of founder and CEO Andrew Levy, a former Allegiant Travel Company and United Airlines CFO. Avelo did not build its operating certificate from scratch: it relaunched the former Casino Express Airlines / Xtra Airways charter certificate (originally issued in 1987) and repositioned it as a scheduled point-to-point carrier focused on underserved secondary airports.
Avelo's business model is simple and unconventional: fly older, cheaper Boeing 737 NG aircraft (mostly ex-Southwest, ex-Ryanair and former GOL airframes) from smaller, quieter airports where it avoids the congestion and slot fees of major hubs. Since its first flight from Hollywood Burbank to Santa Rosa, the airline has steadily expanded (and, more recently, contracted) its route map to roughly 150 daily flights across 31 U.S. destinations as of early 2026.
The airline has gone through two significant shifts in 2025 and 2026. First, it signed (and then cancelled) a controversial charter contract with U.S. Immigration and Customs Enforcement (ICE) to operate deportation flights from Mesa, Arizona. The contract started around April 2025 and was officially ended on 27 January 2026 amid public protests and employee pushback. Second, in January 2026, Avelo announced a "balance sheet transformation" that simplified its network, closed six bases (Burbank, Mesa, Raleigh-Durham, Wilmington NC, Salem, and Sonoma County) and cut six older 737-700s from the fleet. The restructuring eliminated approximately 257 positions across the operation, including pilot roles, and shifted the airline's center of gravity to the East Coast.
Despite the turbulence, Avelo is investing for the next chapter. In late 2025 the airline placed a landmark order for up to 100 Embraer E195-E2 aircraft (50 firm, 50 options), with first deliveries scheduled for the first half of 2027. A new base at McKinney National Airport (TKI) in the Dallas metroplex is set to open in late 2026, signalling that the company intends to rebuild around a more efficient, right-sized footprint. For pilots, Avelo remains one of the most interesting (and volatile) case studies in U.S. aviation: fast upgrades and high hourly pay on one side, base closures and career uncertainty on the other.
Avelo is not trying to compete with Delta or American. It targets routes that legacy carriers either don't fly or only serve seasonally, flying older narrowbodies at low cost from secondary airports that charge lower fees. This allows the airline to keep fares low while still protecting unit margins. For pilots, this translates into predominantly day-trip domestic flying, minimal international exposure, and a focus on high aircraft utilization rather than premium service.
Fleet Composition & Type Ratings
Avelo operates an all-Boeing 737 Next Generation (NG) fleet, mixing 737-700s and 737-800s. The aircraft are almost exclusively second-hand, sourced from carriers such as Southwest Airlines, Ryanair and the former GOL Linhas Aéreas. This second-hand strategy lowers capital cost but also means the fleet is older than most competitor ULCC fleets, with type-rated pilots flying airframes that are, in many cases, well into their second decade of commercial service.
As part of the January 2026 "balance sheet transformation", Avelo announced the retirement of six older 737-700s to streamline operations. The move concentrates the fleet around the higher-capacity 737-800 and positions the airline for the next generation of narrowbody flying, which will not be Boeing at all: in late 2025 Avelo signed one of the most notable U.S. ULCC fleet deals of the decade, ordering the Embraer E195-E2 with up to 100 aircraft on order (50 firm, 50 options) and first deliveries expected in the first half of 2027.
| Aircraft Type | Role | In Service (Apr 2026) | Notes |
|---|---|---|---|
| Boeing 737-700 NG | Narrowbody | ~8 (declining) | Being retired in 2026 as part of fleet simplification. Last scheduled service late April 2026. |
| Boeing 737-800 NG | Narrowbody | ~14 | Core fleet. 189-seat all-economy configuration. Most sourced second-hand from Ryanair, Southwest, GOL. |
| Embraer E195-E2 | Regional / Narrowbody | 0 (order placed) | 50 firm + 50 options. First delivery H1 2027. Will introduce a second fleet type and drive new pilot hiring. |
Fleet data compiled from Avelo's official fleet page, the January 2026 balance-sheet transformation press release, and industry sources (ch-aviation, aeroroutes). Numbers are approximate and evolve with ongoing retirements.
New hires at Avelo start directly on the Boeing 737 (all -700 and -800 share a common type rating). Pilots without a 737 type rating can obtain one through Avelo's in-house training pathway. Previous 737 experience (including Southwest retirees or returning furloughees) is highly valued and often fast-tracks the hiring process. All pilots are qualified to fly both the 737-700 and 737-800 as a common-type fleet. Training is conducted via company-contracted simulators and a dedicated pilot training operation that Avelo has continued to build out since 2023.
The E195-E2 will be Avelo's first non-Boeing type and will require a separate type rating. Pilots joining in 2026 and beyond should expect that career growth may eventually include transitioning to the Embraer fleet, with seniority determining access. Historically, fleet transitions at small carriers can either accelerate upgrade opportunities (if the total pilot count grows quickly) or slow them (if staffing lags deliveries). Avelo has publicly stated the E2 order supports "growth", but the parallel network contraction of January 2026 means the timing of hiring versus deliveries is worth tracking carefully.
Pilot Salary & Compensation Breakdown
Avelo pays some of the highest hourly rates among U.S. ultra-low-cost carriers. In October 2023 the airline announced its fifth pilot pay raise since founding, pushing entry-level Captain rates past $240 per hour and senior Captain rates near $300 per hour. These scales apply across all 737-type flying and are structured by seniority year. Because Avelo pilots are not unionized, pay rates are set by the company rather than by a collective bargaining agreement, which means they can be revised (up or down) without a contractual negotiation. For context: all nearby peer carriers such as Allegiant, Spirit, Frontier and Southwest negotiate their rates through ALPA or the Teamsters.
Compensation at Avelo consists of a published hourly rate multiplied by either the pilot's actual block hours flown or the 70-hour monthly minimum guarantee, whichever is higher. On top of the base rate, pilots receive per-diem allowances, profit-sharing when company earnings thresholds are met, and a generous sign-on bonus structure for new hires.
First Officer (B737) Pay Scale
| Seniority | Hourly Rate | Annual Guarantee (70 hrs/mo) | Typical Realistic Annual |
|---|---|---|---|
| Year 1 | $131/hr | ~$110,000 | $115,000 to $125,000 |
| Year 3 | $150/hr | ~$126,000 | $135,000 to $145,000 |
| Year 6 | $172/hr | ~$144,000 | $155,000 to $170,000 |
| Year 12+ (senior F/O) | $201/hr | ~$169,000 | $180,000 to $195,000 |
Rates effective 1 November 2023. Annual totals assume a 70-hour monthly guarantee. Realistic annual assumes 78-82 hours of average credit plus per diem and holiday pay. Many Avelo pilots upgrade to Captain before reaching the top of the F/O scale.
Captain (B737) Pay Scale
| Seniority | Hourly Rate | Annual Guarantee (70 hrs/mo) | Typical Realistic Annual |
|---|---|---|---|
| Year 1 Captain | $240/hr | ~$201,600 | $215,000 to $235,000 |
| Year 3 Captain | $257/hr | ~$215,000 | $230,000 to $255,000 |
| Year 6 Captain | $275/hr | ~$231,000 | $250,000 to $275,000 |
| Year 12+ (senior CA) | $298/hr | ~$250,000 | $270,000 to $295,000 |
Rates effective 1 November 2023. A premium of roughly 125% of base applies for any flight hours above 75 per month. Avelo has not published a post-2023 rate sheet as of this article; pilots should verify the latest pay via Avelo's official pilot page or Airline Pilot Central.
Additional Compensation Components
These figures reflect the October 2023 pay announcement, the most recent company-wide pay update Avelo has published. Because Avelo pilots are non-union, scales can be adjusted unilaterally by the airline (up or down) without contractual constraints. Rates are strong relative to peer ULCCs (see §8), but they lack the long-term predictability that comes with a ratified collective bargaining agreement. Always verify the current rate sheet through Avelo's official pilot page before making a career decision.
Roster Pattern & Quality of Life
Avelo operates under FAA 14 CFR Part 117 flight time limitations (FTL), the same rulebook that governs all U.S. Part 121 scheduled carriers. On top of that, the company has published internal minimums that exceed some ULCC competitors: at least 12 days off per month for both line-holders and reserve pilots, a 70-hour monthly block-hour guarantee, and a schedule bidding system that rewards seniority. Because the operation is almost entirely short-haul domestic, the vast majority of Avelo pilots can expect to be home most nights, with out-and-backs common from their base.
📅 Sample Month - Boeing 737 First Officer (HVN)
Because Avelo focuses on secondary airports with lower frequency (typically 2 to 5 rotations per day), many pairings involve a single day-trip with a return to base the same evening. Three- and four-day pairings with overnight hotel stays do exist, particularly on routes connecting Lakeland or Charlotte to the West Coast, but they remain the exception rather than the rule. Reserve pilots typically work blocks of 2 to 4 consecutive reserve days with a mix of short-call and long-call availability windows, often totaling around 15 days of reserve per month.
Following the January 2026 network simplification, Avelo's base footprint shrank to a core of New Haven (HVN), Jacksonville (JAX), Lakeland (LAL) and Concord-Padgett / Charlotte (JQF), with a new Dallas-McKinney (TKI) base planned for late 2026. The previously key West Coast base at Hollywood Burbank (BUR) was closed on 2 December 2025, and Mesa (AZA), Raleigh-Durham (RDU), Wilmington (ILM), Salem (SLE) and Sonoma County (STS) were all closed or downgraded shortly after. Pilots displaced by those closures were offered relocation to other bases by seniority, with the $1,800 monthly virtual-base stipend softening the blow for commuters.
On paper, 12 days off and a 70-hour guarantee sit in the middle of the U.S. ULCC pack. In practice, quality of life has been bumpy. The 2026 base closures forced many pilots into unexpected commutes or mid-career moves. Without a collective bargaining agreement, roster rules (trip trading, open-time pickups, reserve protections) are set by company policy and can change with limited notice. Current Avelo pilots generally report the flying itself is enjoyable (short sectors, good crew culture, manageable utilization), but the overall lifestyle depends heavily on whether a pilot lives near their base.
Benefits, Travel Perks & Retirement
Avelo's benefits package covers the expected U.S. airline basics: health insurance, 401(k) retirement savings, life and disability coverage, and staff travel. It is reasonable by ULCC standards but, crucially, operates without a union contract to lock terms in place. That gives Avelo flexibility to adjust plans annually, and pilots flexibility to negotiate individually on certain items, but it also means there is no multi-year benefits guarantee the way there is at unionized carriers.
ULCC staff travel often sounds limited, but Avelo's interline agreement portfolio is one of its quieter strengths. The airline's published ZED agreement list includes more than 170 carriers, letting pilots and family members fly standby at a discount on major U.S., European, Asian and Latin American airlines. For a pilot group of only a few hundred people, this is effectively the same benefit a senior Delta pilot has, minus the seniority. Avelo's own standby product is straightforward: free space-available travel on all Avelo flights for the pilot, spouse, dependent children and parents.
A few benefits common at unionized U.S. airlines are not part of Avelo's standard package: a defined-benefit pension (no U.S. ULCC offers one), a guaranteed minimum annual profit-sharing percentage, and contractually protected loss-of-licence lump sums. Profit-sharing exists at Avelo but is discretionary rather than contractual. Loss-of-licence protection is included but lump-sum amounts are not publicly specified. Pilots evaluating Avelo against peers should weigh the higher hourly rates against the absence of these formal, contractually locked-in provisions.
Career Progression & Upgrade Speed
Career progression is Avelo's biggest selling point to new-hire First Officers. Because the airline is small and young, the seniority list is short and upgrade opportunities come far more quickly than at legacy carriers. As of early 2026, pilots who join Avelo as a First Officer and meet the FAA's 14 CFR 121.436 requirements (typically 1,000 hours of Part 121 experience plus 1,000 hours as SIC in Part 121 operations, or the alternative equivalents) can realistically expect to upgrade to Captain within two to three years. In aviation terms, this is exceptional. At legacy carriers, pilots routinely wait 12 to 20 years for the same upgrade.
| Career Milestone | Typical Timeline | Notes |
|---|---|---|
| New-hire First Officer (B737) | Day 1 | Type rating provided by Avelo if not already held. Indoc + sim + IOE over roughly 8 to 10 weeks. |
| First Officer, consolidation | 6 to 12 months | Line flying, route familiarity, PIC-track preparation. |
| Captain upgrade (internal) | 2 to 3 years | Subject to seniority, hour requirements and command-track qualification. Faster if fleet grows. |
| Direct-Entry Captain | Day 1 | Experienced 737 PIC candidates can join directly as Captains, bypassing the F/O waiting period. |
| Senior Captain (seniority) | 4 to 6 years | Top of bidding list for trips, days off and base placement. |
| Check Airman / Instructor | Variable | Separate selection and FAA certification. Training-department pay adder applies. |
| E195-E2 Transition (future) | From 2027 | Seniority-based opportunity as Embraer deliveries begin. |
Three factors drive Avelo's rapid upgrade environment. First, the seniority list is small (roughly 170 pilots pre-2026 restructure), which mechanically shortens the wait to the top. Second, the airline hires direct-entry Captains in parallel with First Officers, which seeds the left seat without slowing F/O upgrades. Third, the E195-E2 fleet plan starting 2027 is expected to add upgrade slots as new aircraft arrive and pilots move across fleets. For a pilot coming from a regional carrier with 1,000+ hours of Part 121 experience, Avelo is one of the very few U.S. airlines where a Captain seat within three years is a realistic baseline.
Fast upgrades depend on continued hiring and fleet expansion. The January 2026 balance-sheet transformation cut six 737-700s and closed multiple bases, which slowed the net growth curve. For pilots joining in 2026, the upgrade clock may be slightly longer than the historical 2-year average until E2 deliveries begin in 2027. Pilots should also weigh the trade-off: upgrading quickly at a small ULCC sometimes means later struggling to move to a major carrier, since legacy airlines often weight total Part 121 hours, fleet type and training records in ways that favour larger operators.
Recruitment Process & Requirements
Avelo recruits both First Officers and direct-entry Captains through its official pilot careers page. Hiring is continuous rather than campaign-based, but the pace ebbs and flows with fleet needs. In 2024 and 2025 the airline publicly targeted the hiring of approximately 120 new pilots per year, supported by its $20,000 sign-on bonus and monthly virtual-base stipend. Post-restructuring, pilot hiring slowed in early 2026 and is expected to reaccelerate as the E195-E2 fleet approaches delivery.
First Officer Requirements
Direct-Entry Captain Requirements
Selection Process
Online Application
Submit through Avelo's careers portal. Upload logbook summary, certificates, medical, PRIA release and resume. Applications are reviewed continuously; qualifying candidates typically hear back within a few weeks when hiring windows are open.
Recruiter Screening
Phone or video screening call with a pilot recruiter. Verification of hours, qualifications, legal right to work, and general fit. This stage also functions as the pilot's first chance to ask detailed questions about the operation.
Technical & Human Factors Interview
Conducted virtually or in-person. A panel typically includes a line pilot (often a check airman), a recruiter and sometimes a flight operations leader. Expect aircraft systems questions (at the appropriate level for your experience), regulations (Part 91, 121 and 117), scenario-based questions on crew resource management and a structured HR-style interview covering career motivation and judgment under pressure.
Simulator Evaluation (select candidates)
Applicants without a current 737 type rating and direct-entry Captain candidates can be asked to complete a simulator evaluation. The session typically covers basic instrument flying, standard operating procedures and CRM under partial-panel or single-engine scenarios. Your sim partner is often a fellow candidate.
Conditional Offer & Background Check
Successful candidates receive a conditional offer pending final background checks (DOT drug test, FAA record pull, PRIA, motor-vehicle record). Start-date alignment follows, with a class seat assigned for the next available new-hire indoc.
Indoc, Type Rating (if needed), Sim & IOE
New hires complete basic indoc covering company policies, dispatch, security and safety. Pilots without a current 737 type rating complete the type rating course at a contracted training facility, followed by sim sessions and a 20 to 25-hour Initial Operating Experience (IOE) on the line with a check airman. Total time from class start to revenue flying is typically 8 to 10 weeks.
Avelo interviews are described as "professional and fair" by pilots on aviation forums. The emphasis is as much on cultural fit as technical knowledge. Strong candidates demonstrate why they specifically want Avelo (not just "a 737 seat"), show awareness of the ULCC business model, and are transparent about their career trajectory. For the technical portion, candidates should be current on Part 117 rules, weather minimums, standard 121 operating procedures, and general 737 systems knowledge if applicable. For the simulator evaluation, hand-flying proficiency and calm scan discipline matter more than memorized profiles.
How Avelo Compares: Airline Radar Chart
How does Avelo stack up against two of its closest peers, Allegiant Air and Spirit Airlines? All three target price-sensitive domestic leisure travellers, operate narrowbody fleets, and hire pilots from similar backgrounds (regional-airline F/Os, military cross-overs and previous 737/A320 pilots). Below is a comparative analysis across the six metrics used in the scorecard.
Head-to-Head Pay Comparison (2025-2026 data)
| Metric | Avelo (B737) | Allegiant (A320/737) | Spirit (A320 family) |
|---|---|---|---|
| FO Year 1 Hourly | $131 | ~$57 | ~$89 to $97 |
| Captain Year 1 Hourly | $240 | ~$137 | ~$249 to $270 |
| Captain Year 12 Hourly | $298 | ~$232 | $312 to $318 |
| Monthly Guarantee | 70 hrs | 70 hrs | No fixed guarantee |
| Per Diem | $2.25/hr | ~$2.00/hr | ~$2.30/hr |
| 401(k) Match | 5% match | 200% up to 5% contribution | 8% direct contribution |
| Typical Upgrade Time | 2 to 3 yrs | 5 to 8 yrs | 3 to 5 yrs |
| Union | Non-union | Teamsters (IBT) | ALPA |
| Fleet Size | ~22 | ~120 | ~200 |
Data compiled from Airline Pilot Central, Avelo company releases, Business Insider and SimpleFlying comparisons for 2025-2026. Spirit rates reflect the airline's 2024-2025 contract (subject to restructuring adjustments). Allegiant rates reflect current IBT contract with pending pay-raise negotiations.
Key Takeaways from the Comparison
Avelo leads on entry-level First Officer pay. A new F/O at Avelo earns roughly $131 per hour versus Allegiant's $57 and Spirit's ~$89-$97 starting rates. That is a meaningful gap in the first few years of a career, when pilots are often still repaying training debt. At the senior Captain end, Spirit pulls ahead on hourly rate, while Allegiant trails. Avelo's guarantee structure (70 hours) gives predictable income, whereas Spirit has historically been schedule-based.
Allegiant wins on job security. With a larger fleet, longer operating history, a ratified Teamsters contract, and a broader base network, Allegiant offers more structural stability than either Avelo or Spirit. Avelo's 2025-2026 restructuring and Spirit's Chapter 11 history (with an 8% pilot pay cut effective January 2025 and partial restoration beginning 2028) both highlight how quickly job-security conditions can change at ULCCs.
Career progression strongly favours Avelo. A 2 to 3 year upgrade at Avelo is exceptional by U.S. standards. Spirit typically takes 3 to 5 years, and Allegiant 5 to 8 years. For a pilot who values reaching the left seat quickly (and the life quality and pay jump that comes with it), Avelo is difficult to beat.
Benefits are roughly comparable but structured differently. Spirit has the most generous 401(k) (8% direct contribution, no match required). Allegiant's 200% match up to 5% of salary is unusually aggressive. Avelo's 5% match is standard. Union-contract benefits (defined pay progressions, contractual loss-of-licence) favour Spirit and Allegiant pilots. Travel perks are broadly similar, with all three offering space-available staff travel plus interline agreements.
Fleet appeal depends on your preference. Avelo's older 737 NGs will feel familiar to any U.S.-trained pilot and are being complemented by the E195-E2 from 2027. Allegiant's mixed A320/737 fleet is also aging. Spirit's all-A320 family fleet is the most modern of the three. For pilots prioritizing long-term fleet modernization and the prospect of next-generation types, Spirit currently has an edge, though Avelo's E2 order signals a future pivot.
Scores and comparisons are editorial estimates based on publicly available salary data, union publications, pilot testimonials on forums such as Airline Pilot Forums and aggregators like Airline Pilot Central. They represent a general assessment for an experienced pilot considering a long-term career. Individual experiences vary widely based on base, seniority and personal circumstances. All data was verified against published 2025-2026 sources; recent ULCC contract changes mean pilots should always check current rate sheets directly before making a career decision.
Labor Climate & Recent Turbulence
A candid look at the current labor environment is essential for any pilot considering Avelo. The airline has gone through a uniquely turbulent 12-month stretch that meaningfully affects the career calculus, and understanding it is more useful than any brochure.
Union Status
Avelo pilots are non-union as of April 2026. Unlike flight attendants at Avelo, who unionized with AFA-CWA in 2022 via a tight NMB election, the pilot group has not held a successful union vote. Informal organizing discussions have surfaced on aviation forums from time to time, particularly around the 2024-2025 pay raises and the 2026 restructuring, but no representation election has been filed. That means pay rates, work rules and benefits at Avelo are set by company policy rather than a collective bargaining agreement. Pilots have individual recourse (HR, management channels) but no contractual grievance procedure or scope clause.
The ICE Deportation Contract
In April 2025, Avelo launched a charter operation under contract with U.S. Immigration and Customs Enforcement (ICE), operating deportation flights out of a new base at Mesa Gateway Airport (AZA) in Arizona. The contract immediately drew public criticism, with organized protests at multiple Avelo stations, calls for passenger boycotts, and significant internal employee discomfort. Some pilots publicly expressed opposition, and a number of flight attendants reportedly resigned or refused charter trips. After several months of operational and reputational cost, Avelo officially ended the ICE contract on 27 January 2026, citing insufficient revenue relative to the overhead and distraction.
The January 2026 Balance-Sheet Transformation
Parallel to ending the ICE contract, Avelo announced a broader restructuring on 7 January 2026 that it branded a "balance-sheet transformation". Key elements included:
What This Means for Prospective Pilots
The net effect is a carrier in transition. On one hand, Avelo has right-sized its cost base, placed a meaningful fleet order (E195-E2), restructured its balance sheet, and retained its position as one of the best-paying ULCC employers for First Officers. On the other hand, the airline demonstrated in 2025-2026 that it can and will close bases, retire aircraft, and cut pilot jobs when financial performance demands. For pilots considering Avelo as a destination rather than a stepping stone, this operational volatility is the single most important variable to weigh.
In a unionized environment, base closures and fleet retirements are governed by scope clauses, reduction-in-force procedures, and displacement rights that are contractually protected. At Avelo, these are handled by company policy. In fairness, Avelo has publicly emphasized treating displaced pilots with priority relocation and seniority-based transfer options. But the structural protections that come with a ratified contract are not present. A pilot joining Avelo in 2026 should be comfortable with that trade-off, or should factor in the possibility of future pilot-group organizing as part of the long-term value proposition.
Verdict: Who Is Avelo For?
🎯 Our Take
Avelo Airlines offers one of the most unusual value propositions in U.S. commercial aviation: high hourly pay for a ULCC, fast upgrade to Captain within two to three years, direct-entry Captain opportunities for experienced pilots, and a small, collegial operation that flies mostly day trips from secondary airports. For a regional airline First Officer with 1,000+ hours of Part 121 experience, Avelo is one of the very few U.S. carriers where a Captain seat and a $240+/hr starting rate are achievable in a 2 to 3-year window. That remains a genuinely compelling offer in 2026.
The trade-offs are significant, however. The airline is non-union, which means pay and work rules are set unilaterally by the company. It has demonstrated in 2025-2026 a willingness to close bases, retire aircraft and cut jobs when financial pressures demand. The ICE deportation contract was operationally short-lived but brought reputational and internal-morale costs that still linger. And a pilot's quality of life is heavily dependent on whether they live near one of the four remaining core bases (HVN, JAX, LAL, JQF-Charlotte), plus the new TKI in late 2026.
The incoming Embraer E195-E2 fleet (first delivery in H1 2027) is the key variable for the next five years: if Avelo successfully grows into that order, pilots joining now will be well positioned for rapid upgrades, transition opportunities, and eventual senior-seat stability. If the carrier struggles to absorb the E2 cost-effectively, today's attractive entry package could look very different in three to five years.
1 Are Avelo pilots unionized?
No. As of April 2026, Avelo pilots are not represented by any union. Pay rates, work rules and benefits are set by company policy rather than by a collective bargaining agreement. The airline's flight attendants are separately represented by AFA-CWA, following a 2022 union election, but there has been no equivalent successful pilot union vote at Avelo.
2 How fast can I upgrade to Captain at Avelo?
Typical upgrade time has been 2 to 3 years, subject to meeting 14 CFR 121.436 PIC requirements and to continued fleet growth. Avelo also hires direct-entry Captains in parallel with First Officers, which avoids blocking the F/O upgrade pipeline. The 2026 restructuring may have slowed upgrades slightly, but the E195-E2 deliveries beginning in 2027 are expected to open new upgrade slots. Few other U.S. carriers offer comparably fast Captain progression.
3 Does Avelo pay for the Boeing 737 type rating?
Yes. Pilots hired without a current Boeing 737 type rating receive company-funded training through Avelo's contracted training provider. The type rating course, followed by sim sessions and IOE on the line, typically takes 8 to 10 weeks from class start date to revenue flying. Pilots who already hold a valid 737 type rating may skip the type course and move directly to company-specific training and IOE.
4 What are the current Avelo bases?
Following the January 2026 restructuring, Avelo's core pilot bases are New Haven (HVN), Jacksonville (JAX), Lakeland (LAL) and Concord-Padgett / Charlotte (JQF). A new base at Dallas-McKinney National Airport (TKI) is scheduled to open in late 2026. Previously key bases at Burbank (BUR), Mesa (AZA), Raleigh-Durham (RDU), Wilmington NC (ILM), Salem (SLE) and Sonoma County (STS) were closed as part of the balance-sheet transformation. The $1,800 monthly virtual-base stipend helps offset commuting costs for pilots not based where they live.
5 How does Avelo pay compare to legacy carriers?
Entry-level Avelo First Officer hourly pay (~$131/hr) is broadly in the range of entry-level pay at major legacy carriers, though legacy pay scales rise higher and benefits (pension, better profit-sharing and contractual protections) are more generous at the top. Where Avelo stands out is speed of progression: a Captain at Avelo earns roughly $240 to $298 per hour within a few years of joining, whereas the same level of seniority at a legacy carrier typically requires 10 to 20 years. For a newer pilot, the lifetime-earnings calculation depends heavily on whether Avelo is a stepping stone or a career home.
6 Is Avelo still hiring in 2026?
Yes, though the pace has been uneven. Hiring slowed during the January 2026 restructuring as the airline absorbed base closures and 737-700 retirements. Hiring is expected to reaccelerate ahead of the E195-E2 deliveries beginning in H1 2027, and the planned Dallas-McKinney base opening in late 2026 should create additional First Officer and Captain needs. Prospective pilots should check the Avelo careers page directly for current openings and class dates.
7 Will the Embraer E195-E2 transition affect my career?
Yes, in several ways. Starting in the first half of 2027, Avelo will begin receiving E195-E2 aircraft (50 firm orders, 50 options). Pilots will need a separate Embraer type rating. Historically, a new fleet type at a small carrier means: (a) seniority-based bids for the new fleet, creating transition opportunities, (b) new upgrade slots as the fleet expands, and (c) a learning curve during initial operations. Pilots joining in 2026 who stay with Avelo should expect the option (not obligation) to transition onto the E2 as deliveries ramp up, with bidding driven by seniority and fleet demand.
8 What happens to my seniority if Avelo closes more bases?
Because Avelo pilots are non-union, base closure and displacement procedures are governed by company policy rather than by a contractual scope clause. In the 2026 base closures, the airline offered displaced pilots the option to relocate to other bases by seniority, preserving their seniority number. Some pilots departed voluntarily for competitors. Without a union contract, there is no guaranteed recall right, no contractual severance floor, and no formal grievance process should a dispute arise. This is an important trade-off to consider compared to unionized peers such as Allegiant (IBT) or Spirit (ALPA).
9 How many days off per month do Avelo pilots get?
Company policy guarantees a minimum of 12 days off per month for both line-holders and reserve pilots, with the 70-hour monthly block-hour guarantee driving the rest of the schedule. In practice, senior line-holders often achieve 13 to 15 days off per month by bidding strategically. Because most flying is short-haul domestic with a return to base each night, pilots generally have more predictable home time than long-haul pilots at larger airlines, even if the total days-off count looks similar on paper.
Official Links & Resources
Before applying or making any career decisions, always verify information directly with official sources. These are the key websites and organisations relevant to Avelo Airlines pilot careers:
For the most up-to-date view of pay, hiring and working conditions at Avelo, pair Avelo's own pilot page with Airline Pilot Central's data and the Airline Pilot Forums thread. Avelo's site gives the official employer pitch, APC gives the independent data snapshot, and the forums give the unfiltered pilot perspective. Between those three, a prospective applicant can form a realistic picture without relying on any single source. Before any final decision, request the current rate sheet and benefits summary directly from the recruiter in writing.
