Frequently Asked Questions for Parents


What services does Career Services Provide?
  • Career advisement
  • Cooperative Education/Internship program
  • EagleHire Network, an online resume referral and job posting system
  • Resume and cover letter writing assistance and critiques
  • Mock interviews
  • Workshops
  • Annual Industry/Career Expo
  • Company information sessions
  • Company on-campus interviewing
  • Career Resource Library
  • Act as liaisons with industry-leading companies to provide full-time and internship opportunities


Does the Career Services Office find jobs for Embry-Riddle graduates?


The Career Services Office researches opportunities for graduates, and many employers post positions on a regular basis with our office. We, in turn, advertise those positions to our students and alumni through various means including our EagleHire Network, newsletters, and individual email announcements. Students must be proactive and login to EagleHire in order to submit their resumes for jobs for which they are interested and qualified. Students are also encouraged to utilize other resources including job search engines, company web sites, and their network. We do not guarantee job placement for students or alumni; however, we assist your son/daughter by empowering him/her to identify opportunities and teach him/her to market his/herself in the best light possible.

It's important for students to do everything they can to help increase their marketability. These steps include maintaining a high GPA, participating in a co-op or internship, taking on leadership roles, networking, and working with the Career Services Office by utilizing our services and participating in workshops and on-campus company events (this includes our Industry/Career Expo).


What types of internships/co-ops are available for my son/daughter to participate in?

Our Cooperative Education/Internship Program offers numerous positions for undergraduate and graduate students, not only in aviation and aerospace, but also in other industries including automotive, medical device, computer technology, insurance, consulting, financial, non-profit, and government. Many sought-after companies seek out our students to participate in their cooperative education and internship programs, and lists of opportunities are available to students in our office and through the ERNIE/Blackboard system.



What is the benefit to participating in a co-op or internship?

Undergraduate students can earn up to 6 credit hours in a semester/term, and graduate students can earn up to 3. These credits go towards students' open electives, and while they may earn multiple credits, they are only financially responsible for a co-op/internship fee equal to one credit hour in their degree programs.

With the exception of a few select degree programs, students are not required to participate in a co-op or internship; however, it is strongly encouraged that they do so as there is overwhelming research that confirms companies turn to their co-op and internship programs to fill their full-time needs before utilizing other sources when hiring. In addition, it allows students to build confidence, define interests within their fields of study, gain excellent networking contacts, understand the world of work and how the industry operates, apply classroom knowledge to a practical setting (and in turn, apply practical knowledge when back in the classroom), and to possibly earn compensation for the experience.

Students who are interested in participating in the co-op/internship program must meet the minimum eligibility requirements established by the University. Undergraduate students must have at least a 2.5 GPA and 30 credit hours completed; graduate students must have at least a 3.0 GPA and 9 credit hours completed (must have at least 6 credit hours to apply); transfer students must meet the GPA requirement and have at least one semester completed at Embry-Riddle. Some companies require higher minimum GPAs for consideration, so students should strive to be competitive by maintaining a high GPA.


Do you have any statistics on where students go after graduation?

Data on where students go at the time of graduation can be found in our Statistics section. For information on graduates one year out, visit Institutional Research to view the Alumni Survey



Will going to a specialized university lower my son's/daughter's chances of getting a good job because he/she won't have a well-rounded education?

The Career Services Office develops relationships with companies from a variety of industries outside of aviation and aerospace. In addition, the university's programs provide students with a strong foundation of academic knowledge and practical skills that are easily transferable to many career environments.



What support is offered after graduation?


Our staff provides the following services and resources to ALL students and alumni up to one year after graduation:

Up to one year after graduation:

  • Career advising
  • On-line resume referral and job posting system access (EagleHire Network)
  • Act as industry liaisons
  • Host on-campus interviews and information sessions
  • Annual Industry/Career Expos
  • Bi-Annual Virtual Hiring Events
  • Critiques on job-related correspondences
  • Write letters of recommendations for graduates
  • Provide resources via in-office library and web site
  • Mock Interviews
  • Career-related workshops

Alumni one-year post-graduation and beyond:

  • Access to the EagleHire Network, our on-line resume referral and job posting system
  • Resume critiques through the EagleHire Network
  • Invitation to attend annual Industry/Career Expos in Daytona Beach, FL and Prescott, AZ
  • Participate in twice-yearly Virtual Hiring Events through the EagleHire Network
  • Access to self-service resources via in-office library and website
  • Networking events, career-related workshops and webinars


What can my son/daughter do with his/her degree from Embry-Riddle?

Please see the What Can You Do with a Degree In...? page.


What flying jobs are available to my son/daughter once they graduate from Embry-Riddle with a Bachelor's Degree in Aeronautical Science?

Although hiring in the aviation industry is cyclical in nature, pilot employment opportunities continue to be availale. The availability, though, will be based on the economy, federal regulations, retirement rates, and other external factors. Indeed, we have success stories to date that indicate our graduates are being proactive and assertive with their job searches, and the typical path of an Embry-Riddle pilot is much as it has always been, requiring fortitude and tenacity. The old saying, "airline flying remains a tough job to beat and a tough job to get" holds true!

Currently, the progression of an Embry-Riddle pilot generally tracks the following stages:


Stage 1: A graduate with a Bachelor of Science degree with a Commercial Pilot, Single-Engine and Multi-Engine Land: Instrument Rating can pursue one of two avenues, either the civilian or military path. Most civilian pilots earn their CFI. Military pilots commit to 10 years or more of service after receiving their advanced training. Most of our pilots spend 1 to 3 years flight instructing and/or flying in the following sectors to build their time:

  • Banner Towing
  • Ferry Aircraft
  • Skydiving
  • Bush Pilot
  • Aerial Photography
  • News Gathering
  • Aerial Survey
  • Mission Work
  • Demo Pilot
  • Aviation Insurance

The pay range for these positions is in the $10-$20/hour range.


Stage 2:  Once civilian pilot candidates reach 1200 hours of total time with 200 hours of multi time, they are eligible to apply for the following positions and typically spend between 3 to 5 years as a First Officer before moving into the left seat. More pilots are remaining in this arena, as legacy carrier jobs have been difficult to land. One of the biggest challenges for pilots in this stage is choice of regionals.  Although most are hiring, upgrade time, trip/duty provisions and the financial condition of mainline or legacy partners vary dramaticallyall of which have a direct impact on their quality of life.

  • Regional Airlines (Small Jet Providers), $16,000-$21,000/year
  • Part 91 &135 (Corporate, Charter Operators), $20,000-$40,000/year
  • Government Agencies (FBI, DEA, Customs), $32,000-$37,000/year

Stage 3:  Ultimately, many military and civilian pilots are attracted to the major carriers.  Competitive hours are currently around 4500+ TT with 1000 hours of PIC time.  First Officer pay starts out around $32K with a 30-year captain potentially making $180K-$200K.  If the airline holds strong, pilots will retire at 60.  We are seeing a shift towards salaries topping around $130K-$150K as contracts at the legacy carriers are renegotiated.  Currently, there are a handful of majors hiring, including: jetBlue, Southwest, UPS, AirTran and Continental.


Internships and bridge programs have been, and continue to be viable avenues for our pilots to go directly from graduation to First Officer positions with several carriers, enabling them to bypass flight instructing and other time building jobs. The majority of these programs do not pay the students for their time, but do offer them valuable Level D sim time, ground school courses and jump-seat privileges. Most of the candidates have positioned themselves for success by getting their CFI while working on their bachelors and have 300-500 hours of flight time when they graduate.  In addition, they have proven themselves as strong pilot candidates (clean driving records, above average academic performance, well rounded, professional with a humble demeanor) through the intern program.


Companies hiring pilots with reduced minimums include:  Atlantic Southeast Airlines, Air Wisconsin, Cape Air, American Eagle, Proctor & Gamble, Mesa, and ExpressJet, to name a few. As the industry continues to recover, intern, bridge and direct hire programs will make up an area of tremendous opportunity for flight students.


My son/daughter aspires to be a professional pilot. What can a student do to become more competitive in the workforce?


There are many areas pilot recruiters examine when looking at candidates. Flight students should be aware, as they progress through their training that accumulating flight hours and ratings is just part of the picture. Undoubtedly, flight time, ratings earned and type of equipment flown do matter! It is generally to the students benefit to accumulate as many hours as possible before they graduate.  Many times, we will encourage students to earn their ratings as early as possible in their Embry-Riddle career and then pick up their CFI so they can instruct and continue to build time. Beyond flying, there are other areas for which you need to be cognizant.  Most companies will check candidates':

  • Airman record
  • Driving record
  • Criminal record
  • Credit record
  • Employment verification
  • Education verification

It is strongly recommended that flight students:

  • Keep a clean driving record (negative patterns can hurt, DUI/DWI's can set a pilot back years or even ruin his or her career)
  • Maintain their health (Current 1st Class Medical), including blood pressure, hearing, eyesight, weight, and heart/physical condition
  • Build a solid credit record
  • Stay informed of current industry conditions and pilot hiring trends
  • Keep their logbooks neat and complete
  • Participate in clubs and organizations and take on leadership positions in those that interest them
  • Make good use of spare time
  • Dont burn any bridges
  • Participate in the Co-op/Internship Program
  • Attend industry conferences and training seminars as often as possible
  • Attend class everyday
  • Stay focused on academics and flight training
  • Keep a check on their attitude
  • Assume leadership roles on and/or off campus
  • Participate in advanced sim type classes
  • Create a resume and cover letter early on and keep these documents current


How can I support my son's or daughter's career development?

  • Encourage students to visit Career Services early in their college career to learn about the resources available to them
  • Support your son/daughter's exploration of career options and be patient while he/she considers a variety of options
  • Stimulate conversations regarding career plans and encourage your son/daughter to research and ask questions
  • Introduce your son/daughter to people in professional fields who can provide career information and advice
  • Assist your son/daughter in identifying strengths, achievements, and areas for development
  • Support and encourage involvement in leadership and student organization activities, both on and off campus
  • Emphasize the importance of gaining career-related experience through internships, co-ops, volunteering, summer and/or part-time jobs