Aircraft Broker Jobs: What They’re Actually Called and Where to Find Them

Almost nobody hires for a job literally titled “aircraft broker.” Charter-side employers post charter sales executive, trainee broker, account manager or flight support coordinator; sales-side employers post aircraft sales associate, market research analyst or transaction coordinator. Find them on employer careers pages, LinkedIn, Indeed, and aviation-specific boards like JSfirm and NBAA’s Career Center.

This page is not a job board and doesn’t promise you’ll get hired — no page can. It maps what real postings say, who’s hiring, and what employers ask for, so you can search effectively and evaluate a listing when you find one.

Real job titles: charter side vs. sales side

These aren’t invented categories. Air Charter Service’s own description of broker life lays out a Trainee Broker entry point with a nine-step career plan up to Director level, a roughly 12-month training period paired with a senior mentor, and a “Broker Test” — taken 6 to 10 months in, depending on division — before a trainee starts earning commission. Chapman Freeborn’s careers page lists Passenger Charter Broker and Cargo Charter Broker roles directly, plus a Trainee Cargo Broker track. On the sales side, aircraft sales and dealer firms also employ market research analysts and transaction coordinators inside their sales and acquisitions teams. These are real entry points that do not have “broker” in the title.

Flight support and operations coordinator roles are worth calling out separately: not sales jobs, but a documented way in. Jet Linx’s operations postings list a Crew Coordinator role alongside sales roles like Director, Jet Card Sales — ops staff sit next to the sales team and can see how the job works before applying for it.

For more on what the two jobs involve day to day, see how to become an aircraft broker and IABI’s entry-level jobs in aircraft brokerage.

Types of employers to look at

• Large charter brokerages with offices in multiple countries — Air Charter Service and Chapman Freeborn both run structured trainee programs and post openings on their own sites.
• Smaller or remote-first brokerages — Paramount Business Jets hires charter brokers as a fully remote, commission-based role, a different model from a large brokerage’s salaried trainee track.
• Operators with an in-house charter or membership sales team — an operator that flies its own aircraft, like Jet Linx, also runs a sales function (jet card and membership sales) alongside flight operations, a route in for people already in ops or crew-facing roles.
• Aircraft sales and dealer firms — firms such as Jetcraft run aircraft sales teams with research and transaction-support roles beyond \”broker\” titles. Dealer teams are small, so openings are occasional; check back periodically.
• OEM pre-owned departments — manufacturers run their own pre-owned sales programs; Bombardier’s Certified Pre-Owned Aircraft program is one example, staffed separately from new-aircraft sales.

These companies are named only as examples of where these job titles appear, based on their own websites. Being named here does not imply any relationship with IABI.

Where openings are posted

• Employer careers pages — the examples above, plus any brokerage, operator or dealer you’re targeting. Company sites sometimes post a role before it reaches a job board.
• General job boards — LinkedIn Jobs and Indeed both carry charter and aircraft sales listings; search “charter sales” or “aircraft sales associate” rather than “aircraft broker,” which under-returns.
• Aviation-specific boards — JSfirm and AviationJobSearch both carry a sales and support category. NBAA’s Career Center is broader — pilots, maintenance and executive roles alongside sales — so search within it rather than browse the full feed.
• Search phrases that return real results: “charter sales executive,” “trainee broker,” “aircraft sales associate,” “market research analyst aircraft,” “flight coordinator.” “Entry level aircraft broker” mostly returns explainer articles, not postings.

What employers actually ask for

Pulled from live postings and career pages, not guesswork:

• Sales or client-facing experience. Paramount Business Jets’ listing states “past corporate sales experience is a big plus” and prefers “1+ years of experience in aviation,” without requiring either — see the posting.
• Willingness to work outside standard hours, on the charter side. Air Charter Service is explicit that trainees join a rota and are expected to “take the work mobile home” to answer calls outside the office day — charter deals don’t wait for business hours. See Air Charter Service’s description.
• A second language helps in some client-facing roles, because charter clients are international. Check the specific posting rather than assume it is required.
• Comfort with a CRM and a quoting platform. Both sides expect you to pick these up quickly; charter brokers specifically work inside marketplaces like Avinode day to day once trained.
• Prospecting and research skills, on the sales side. Analyst and sales-support roles center on market research, prospecting and keeping records in order, not only on selling.

For what the job looks like once you’re in it, see IABI’s day in the life of an aircraft broker and aircraft broker working hours.

Employed vs. independent — and why it matters for the job search

Many people start employed, at a brokerage, operator or dealer, rather than going independent from day one. Employed means someone else’s client relationships and lead pipeline, and usually a salary or draw while you learn, in exchange for a smaller commission split and less control over which clients you work. Independent from the outset means no employer-provided leads, no mentor, and the full compliance and insurance burden (disclosure rules, an E&O policy, a written agreement with every client) landing on you immediately. See aircraft broker license and certification requirements for what independence requires, and IABI’s pros and cons of working independently for a fuller comparison.

For a first job, employed is usually the lower-risk route, precisely because it’s a job — postings, interviews, onboarding — rather than a business you have to build from nothing. Pay structures differ between the two paths too; see aircraft broker salary and commission structures for sourced figures rather than guesses.

How training fits into getting hired

Be clear-eyed about what a course does and doesn’t do here. A structured course — IABI’s or any other — can teach you the vocabulary, tools and paperwork well enough to hold your own in an interview: what a Part 135 certificate is, how a charter quote gets built, what a letter of intent covers, why escrow matters at closing. That’s real preparation — the difference between sounding like you’ve never heard of the industry and sounding like someone worth training further.

What it doesn’t do is get you the job. No course — IABI’s included — controls who a brokerage, operator or dealer hires, and none can promise an interview, a placement or an income. Anyone implying otherwise is a red flag. For what a course should teach on each side, see air charter broker training and aircraft sales broker training; to judge a specific course before paying, use the checklist for choosing an aircraft broker course.

Making yourself hireable, practically

• Learn the vocabulary before you apply, not after — Part 91 vs. Part 135, aircraft categories, how a quote or a purchase agreement is structured. Interviewers notice the difference between someone who’s done the reading and someone who hasn’t.
• Target adjacent roles if you have no aviation background — flight support, ops coordination, FBO front desk — which put you inside a company that also runs sales, where an internal move is a known path.
• Build a resume around transferable sales metrics (quota attainment, deal size, client retention) if you’re coming from luxury retail, real estate or another high-trust sales job — brokerages read these as directly relevant.
• Talk to people already doing the job. Informational conversations with working brokers surface real openings faster than cold applications, and they’re free.
• Apply to postings that name a real starting structure (trainee program, mentor, defined commission timeline) over vague “unlimited earning potential” listings with no base and no training plan described.

Frequently asked questions

Are there jobs literally titled “aircraft broker”?

Rarely. Employers usually post under a more specific title — charter sales executive, trainee broker, aircraft sales associate. Search those titles, not “aircraft broker.”

Do aircraft broker jobs require aviation experience?

Not always. Some listings state no aviation background is required and describe training on the job; others prefer 1+ years in aviation or a comparable sales background. Check the specific posting.

Are charter broker jobs commission-only?

Depends on the employer. Some brokerages pay a salary or draw during training with commission on top; others, including some remote-first firms, are commission-only from day one. Read the compensation section, not just the headline.

Can I work as an aircraft broker remotely?

Some employers hire remote charter brokers; others run trainee programs from a physical office, partly because early training involves in-person mentoring. Both models exist — check the specific listing.

Will an IABI course guarantee me a job or an interview?

No. No legitimate course can guarantee employment, an interview or an income — including IABI’s. Training can prepare you for interviews; it can’t control a hiring decision.

What’s the fastest way into an entry-level role with no experience?

There’s no fixed timeline, but adjacent roles (flight ops, FBO, cabin crew) and direct outreach to brokerages with structured trainee programs tend to move faster than cold-applying with no aviation connection at all.