How to hire a naval flight officer

How to hire a naval flight officer, step by step

Here's a step-by-step naval flight officer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a naval flight officer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new naval flight officer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the naval flight officer you need to hire. Certain naval flight officer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A naval flight officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, naval flight officers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of naval flight officer salaries for various roles:

   Type of Naval Flight Officer	Description	Hourly rate
   Naval Flight Officer		$11-51

2. Create an ideal candidate profile

   Common skills:

   • Surface Warfare
   • Combat Systems
   • Weapons Systems
   • Logistics
   • Sailors
   • P-3
   • Emergency Procedures
   • Helicopter
   • Air Station
   • Flight Operations
   • Flight Training
   • Aircraft Systems
   • Officer-In-Charge
   • Natops

   Check all skills

   Responsibilities:

   • Lead training of the ship's crew in firefighting and flood control skills.
   • Manage legal, administrative, security, safety, logistics and readiness issues relate to their training and deployment.
   • Decorate for combat performance (service and merit).
   • Operate NTDS consoles notify control stations of pertinent CIC information.
   • Perform lo-level, nighttime, aerial reconnaissance over Viet Nam and Laos.
   • Gather data from various data bases to make decisions on logistics, training, maintenance, and operational capabilities.

3. Make a budget

   Including a salary range in your naval flight officer job description is a great way to entice the best and brightest candidates. A naval flight officer salary can vary based on several factors:

   • Location. For example, naval flight officers' average salary in wyoming is 47% less than in alaska.
   • Seniority. Entry-level naval flight officers earn 78% less than senior-level naval flight officers.
   • Certifications. A naval flight officer with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a naval flight officer's salary.

   Average naval flight officer salary

   $51,598yearly

   $24.81 hourly rate

   ---

   Entry-level naval flight officer salary

   $24,000 yearly salary

   Updated December 14, 2025

4. Writing a naval flight officer job description

   A job description for a naval flight officer role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a naval flight officer job description:

   Naval flight officer job description example

   SAIC is in need of an experienced E-2C/D Naval Flight Officer to support advanced, high-level pre-deployment training for carrier strike groups and other naval forces. Place of performance is San Diego, CA, with occasional travel to Fleet Concentration Areas.
   Specific responsibilities include:
   
   + Provide subject matter expertise in US Navy E-2C/D employment, TACAIR command and control, force planning, strike warfare, and air defense tactics, techniques, procedures, and doctrine.
   
   + Develop advanced war game scenarios to support training of Navy carrier strike group commanders, strike warfare commanders, air defense commanders, and other warfare commanders.
   
   + Facilitate war game execution and manage accomplishment of training objectives by adjusting war game scenario aspects, and role-playing units and components as required.
   
   + Be prepared to present classroom instruction and facilitate seminars on various aspects of maritime command and control of air operations
   
   + Liaise with Navy and Joint centers of excellence, and provide SME support to TTGP in latest USN doctrine, tactics, techniques and procedures for maritime command and control of air operations
   
   **Qualifications**
   
   + Bachelors and fifteen (15) years or more of related experience; Masters and thirteen (13) years or more experience; PhD or JD and ten (10) years or more experience.
   
   + Minimum Interim Secret clearance required ; must be able to obtain TS/SCI.
   
   + 10 years of experience in E-2C/D aircraft missions, tactics, capabilities and limitations.
   
   + Experience translating training objectives into a comprehensive scenario-based training exercise.
   
   + Designation as qualified Mission Commander, or equivalent similar designation.
   
   Desired Qualifications:
   
   + Designation as WTI.
   
   + Experience with Fleet Synthetic Training.
   
   + Experience with Live-Virtual-Constructive training initiatives.
   
   Covid Policy: SAIC does not require COVID-19 vaccinations or boosters. Customer site vaccination requirements must be followed when work is performed at a customer site.
   REQNUMBER: 2215112
   
   SAIC is a premier technology integrator, solving our nation's most complex modernization and systems engineering challenges across the defense, space, federal civilian, and intelligence markets. Our robust portfolio of offerings includes high-end solutions in systems engineering and integration; enterprise IT, including cloud services; cyber; software; advanced analytics and simulation; and training. We are a team of 23,000 strong driven by mission, united purpose, and inspired by opportunity. Headquartered in Reston, Virginia, SAIC has annual revenues of approximately $6.5 billion. For more information, visit saic.com. For information on the benefits SAIC offers, see Working at SAIC. EOE AA M/F/Vet/Disability

   Copy this example

   

5. Post your job

   To find naval flight officers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any naval flight officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level naval flight officers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your naval flight officer job on Zippia to find and recruit naval flight officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with naval flight officer candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new naval flight officer

   Once you've found the naval flight officer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new naval flight officer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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