What makes a large airline value safety, culture and guest care above all else, and how can an applicant show they belong?
This concise guide outlines the recruitment process for WestJet in Canada and explains each stage so readers know what to expect. It covers the four main steps: online application, assessment, interview and assessment centre.
Readers learn why safety and service shape screening criteria and interview questions. The page shows how community values, teamwork and operational standards affect daily tasks on flights and in airport roles.
Whether a candidate seeks careers in cabin crew, pilots, technical operations or corporate teams, the overview helps map a personal path to a job. It also gives practical information on showing guest-first thinking, problem solving and professionalism.
This introduction sets expectations and points to detailed sections that follow, so applicants can turn preparation into a focused project and present fit with company values of care, excellence and service.
Understanding WestJet careers in Canada today
Across a network of hubs, staff support safe, reliable flights and strong guest experience every day.
The company posts roles across Canada in cities such as Vancouver, Calgary, Edmonton, Winnipeg, Toronto and Montreal. Pilots, cabin crew and customer-facing teams operate the air side, while technical operations and corporate staff keep aircraft and systems running.
Calgary acts as the national headquarters and hosts a wide number of functions, from operations control to contact centre roles and corporate teams. Technical operations appear in several bases where teams maintain strict safety standards.
Candidates should match their experience to the company’s values of care, safety, service and community. Training expectations vary by role, so applicants are advised to gather role-specific information and contact the appropriate recruitment channel for details on career paths and employment package questions.
westjet canada hiring process: the step-by-step pathway
Candidates face a mix of online checks, interviews and in-person scenarios designed to mirror real job duties.
The recruitment pathway has four main parts: online application, online assessment, interview and an assessment centre. The online application asks for a targeted resume and cover letter that map experience to company values such as safety and service.
The online assessment tests problem solving and situational judgement. It reveals how an applicant prioritises guests and balances safety with operational demands.
The interview is behavioural and uses STAR-style answers. Candidates should prepare clear examples that show teamwork, customer focus and measurable results.
The assessment centre uses role-plays, team tasks and individual exercises to observe communication, leadership and commitment to procedures. Pilots and technical applicants can reference checklists and aircraft routines to illustrate a systems mindset.
Strong preparation includes practising likely questions, rehearsing structured answers and reviewing resources about the recruitment process. The goal is to present concise information that links past experience to success in an aviation role.
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How to prepare and stand out: practical tips for careers with the airline
Being ready means matching skills to safety standards and showing how one supports guests under pressure.
Start by tailoring a resume to highlight measurable service outcomes, safety behaviours and teamwork. Use clear headings and simple language that reflects the company’s care and culture.
Practise for the interview with concise STAR stories that show customer empathy, recovery from disruptions and decisions guided by safety and service. Work through likely questions and timed answers.
Use online resources and situational-judgement practice tests to sharpen problem solving for assessments. For pilots and technical roles, review aircraft systems, SOP discipline and checklist use before training.
A pilot recalled Boeing 737 NG training as three weeks of ground school, fixed‑base flows, six four‑hour full‑simulator sessions and a flight test, followed by line indoctrination and a line check. That example sets realistic expectations about training rigour.
Network respectfully, assemble a brief portfolio of licences and achievements, and show concrete commitment to safety and guest service. Frame development and the employment package as part of a long‑term plan for success.
Ready to apply and take off with WestJet
Organizing next steps—refining application materials, shortlisting roles and scheduling assessments—keeps candidates on track through the recruitment process.
Before submitting via the careers page, ensure the resume and cover letter map experience to safety and guest experience. Target bases and role families so the application fits team needs, from pilots and cabin crew to technical and corporate jobs.
Plan time for training, checks and interviews. Keep contact details and submission records, factor in travel or relocation, and explain how past work improved outcomes for customers and colleagues.
Finish with a confident statement of fit. Show how your experience, training discipline and attitude will help the company, the community and people on every flight from day one.
