MRO Industry Predictions for 2026 and What It Means for Jobs and Hiring

What Are the Key MRO Market Predictions for 2026?

Key takeaway: The MRO industry in 2026 will be characterised by technological integration, workforce expansion, and regional growth shifts that fundamentally alter how companies approach talent acquisition and retention.

Market Size and Growth Projections

The global MRO market is forecast to reach USD 96.44 billion in 2026, growing from USD 92.21 billion in 2025. By 2035, the market is expected to reach USD 151.64 billion, representing a compound annual growth rate of 5.1%.

Engine overhaul services are projected to capture 43.3% of the market by 2035. This segment faces particular pressure due to increased shop turnaround times for new-generation engines, creating bottlenecks that savvy MRO providers can exploit.

The military MRO sector presents additional opportunities. Aviation Week Network's 2026 Military Fleet & MRO Forecast projects the global military aircraft fleet will grow from 56,490 units in 2026 to 61,214 by 2035, generating USD 1.6 trillion in MRO demand.

Aviation Week's 2026 forecast indicates slower production ramp-ups than previously expected, meaning airlines are keeping aircraft in service longer. This directly translates to increased maintenance requirements and sustained demand for MRO professionals. With global Revenue Passenger Kilometres growing 11.6% and air cargo traffic expanding 5% in 2024, the demand for MRO services continues to strengthen.

Regional Market Dynamics

North America maintains dominance with 28.7% market share, driven by stringent FAA regulatory oversight and robust defence spending. The region benefits from established infrastructure and mature partnerships between OEMs and MRO providers.

Asia-Pacific emerges as the fastest-growing region. IATA forecasts APAC will contribute more than half of net passenger growth by 2043, with air traffic showing 19% year-on-year growth in 2024.

China's Civil Aviation Administration has prioritised domestic MRO capabilities under its fourteenth Five-Year Plan. Boeing estimates China's commercial fleet will grow 4.1% annually through 2043, becoming the world's largest traffic flow.

India's MRO market is expanding rapidly, with aircraft movements reaching 2.67 million in FY 2024. Domestic air traffic recovered to 97% of pre-Covid levels by 2022-2023, signalling robust demand.

Technology-Driven Transformation

AI and machine learning are revolutionising predictive maintenance capabilities. Digital twin technology enables proactive maintenance cultures, reducing unscheduled downtime and optimising maintenance cycles.

The US Air Force raised GE and Pratt contracts to USD 3.5 billion each in January 2025 to accelerate next-generation engine development. These advanced powerplants require specialised MRO expertise that current workforce capabilities cannot fully address.

OEM-led performance-based contracts are expanding. Power-by-the-hour agreements bundle maintenance with real-time performance analytics, incentivising predictive maintenance and driving long-term MRO engagement.

How Will MRO Industry Changes Impact Jobs and Hiring in 2026?

The transformation of the MRO sector creates both opportunities and challenges for recruitment professionals and job seekers. Understanding these dynamics is essential for effective talent acquisition strategies.

Workforce Demand Projections

• The US Bureau of Labor Statistics projects 5% employment growth for aircraft and avionics equipment mechanics between 2023 and 2033. This translates to approximately 13,400 annual job openings, matching the average growth rate across all occupations.
• American Airlines announced plans for nearly 500 new aviation maintenance jobs in September 2024. These positions span heavy maintenance work across US maintenance bases, reflecting industry-wide expansion.
• Embraer committed USD 390 million for job creation in Brazil in April 2024. Approximately 90% of hires target operations sectors, including mechanics, electricians, millers, moulders, and aircraft maintenance technicians.

Evolving Skill Requirements

• Next-generation aircraft such as the Airbus A350 and Boeing 787 demand specialised expertise. MRO providers must adopt cutting-edge diagnostic tools, predictive analytics, and digital twin simulations.
• Advanced aerospace composites in modern fleets require new repair methodologies. Regulatory bodies like the FAA and EASA lag in certifying novel techniques, creating operational bottlenecks that skilled technicians can help resolve.
• The integration of blockchain documentation systems enhances traceability across global supply chains. MRO professionals must develop fluency in these digital platforms alongside traditional mechanical expertise.

Training and Development Initiatives

• Air India Group announced establishment of a Basic Maintenance Training Organisation in November 2024. The integrated 2+2 year Aircraft Maintenance Engineering programme addresses the skills gap directly.
• Paperless operational models are becoming standard. Base Maintenance Malaysia employs Trax's eMRO and eMobility platforms from inception, requiring technicians comfortable with digital workflows.
• GE Aerospace received a USD 9 million research and development grant from JobsOhio in January 2025. Technologies like Open Fan and compact engine cores will require entirely new maintenance approaches.

What Are the Best Hiring Strategies for MRO Companies in 2026?

Key takeaway: Successful MRO recruitment in 2026 requires multi-faceted approaches combining competitive compensation, robust training programmes, technological integration, and strategic partnerships with educational institutions.

Competitive Compensation Packages

• Offer performance-based incentives tied to turnaround time improvements. With shop turnaround times increasing for new-generation engines, technicians who can work efficiently command premium compensation.
• Provide relocation assistance for high-demand specialisations. Geographic imbalances between talent pools and MRO facility locations create opportunities for companies willing to invest in relocation.
• Structure retention bonuses for critical certifications. Regulatory approval processes for novel repair techniques mean certified professionals represent significant competitive advantages.

Strategic Training Investments

• Develop partnerships with aviation training organisations. Air India's BMTO model demonstrates how integrated programmes can create reliable talent pipelines.
• Invest in digital literacy programmes alongside technical training. The shift to paperless operations and AI-driven diagnostics requires technicians comfortable with both mechanical and digital systems.
• Create apprenticeship programmes for next-generation aircraft. Hands-on experience with A350s, 787s, and advanced engines cannot be replicated in classroom settings alone.

Employer Branding Initiatives

• Highlight technological innovation in recruitment materials. Younger professionals are attracted to workplaces employing cutting-edge diagnostic tools and predictive analytics.
• Emphasise career progression opportunities. The expanding market creates pathways from entry-level technician roles to specialised positions commanding higher compensation.
• Showcase sustainability commitments. Zero-emission aircraft and sustainable aviation fuels represent the industry's future, appealing to environmentally conscious candidates.

Talent Acquisition Best Practices

• Implement skills-based hiring rather than credential-focused approaches. Practical competencies often matter more than formal qualifications, particularly for emerging technologies.
• Utilise social media and digital platforms for recruitment. Traditional aviation job boards miss younger demographics who could be attracted to MRO careers.
• Develop relationships with military transition programmes. Veterans possess transferable skills and security clearances valuable for defence MRO contracts.

How Do You Build an Effective MRO Recruitment Strategy?

Creating a comprehensive recruitment approach requires systematic planning and execution. Follow these steps to develop a strategy aligned with 2026 market realities.

Step 1: Conduct Workforce Gap Analysis

• Assess current workforce capabilities against projected needs. Identify specific skill deficiencies in areas like composite repairs, digital diagnostics, and next-generation engine maintenance.
• Analyse demographic trends within your existing workforce. Upcoming retirements create succession planning requirements that must be addressed proactively.

Step 2: Develop Targeted Job Descriptions

• Specify technical competencies required for each role. Generic descriptions fail to attract candidates with specialised skills in high-demand areas.
• Highlight growth opportunities and training commitments. Candidates want to know how positions contribute to career advancement.

Step 3: Establish Educational Partnerships

• Connect with aviation maintenance programmes at technical colleges. These relationships provide early access to graduating students.
• Offer internships and co-op placements. Hands-on experience benefits students whilst allowing companies to evaluate potential hires.

Step 4: Implement Multi-Channel Recruitment

• Utilise industry-specific job boards alongside general employment platforms. Cast wide nets whilst targeting aviation professionals specifically.
• Leverage employee referral programmes. Current technicians often know qualified candidates from previous employers or training programmes.

Step 5: Streamline Selection Processes

• Reduce time-to-hire through efficient screening. Lengthy recruitment processes lose candidates to competitors in tight labour markets.
• Incorporate practical assessments alongside interviews. Demonstrated competency provides better hiring signals than credentials alone.

Step 6: Create Comprehensive Onboarding Programmes

• Develop structured orientation covering company procedures, safety protocols, and quality standards. Effective onboarding reduces time-to-productivity.
• Assign mentors to new hires. Experienced technicians can guide newcomers through company-specific processes and cultural norms.

Step 7: Monitor and Adjust Strategies

• Track recruitment metrics including time-to-fill, cost-per-hire, and retention rates. Data-driven approaches identify what works and what requires adjustment.
• Solicit feedback from new hires about their recruitment experience. Continuous improvement depends on understanding candidate perspectives.

What Challenges Will MRO Hiring Face in 2026?

Key takeaway: MRO recruitment in 2026 confronts supply chain complexities, regulatory uncertainties, competitive pressures, and technological transitions that require adaptive strategies and innovative solutions.

Supply Chain Disruptions

• Post-pandemic vulnerabilities persist in sourcing specialised components. Geopolitical tensions disrupt lead times, forcing MRO providers to maintain costlier inventory buffers.
• OEMs prioritising new production over aftermarket support create bottlenecks. This affects both parts availability and the technical support needed for complex repairs.
• Turbine blades and avionics represent particular pain points. Specialised components face extended lead times that impact maintenance schedules and workforce planning.

Regulatory Certification Delays

• Regulatory bodies lag in certifying novel repair techniques for advanced composites. This creates operational bottlenecks that skilled technicians cannot immediately resolve.
• FAA and EASA approval processes for new methodologies can span years. MRO providers must balance innovation with regulatory compliance, complicating training investments.
• Certification requirements for next-generation aircraft systems evolve continuously. Keeping workforce qualifications current demands ongoing training commitments.

Competitive Talent Market

• Multiple industries compete for mechanical and technical talent. Automotive, manufacturing, and renewable energy sectors offer alternative career paths with comparable compensation.
• Geographic mismatches between talent pools and MRO facilities persist. Candidates may be unwilling to relocate to areas where major maintenance bases operate.
• Younger generations perceive aviation maintenance as traditional rather than innovative. Employer branding must counter these perceptions to attract digital natives.

Technological Transition Challenges

• Existing workforce may lack digital literacy for AI-driven systems. Retraining experienced technicians represents significant investment without guaranteed success.
• Digital twin simulations and predictive analytics require new competencies. Bridging the gap between mechanical expertise and data analysis skills proves challenging.
• Blockchain documentation systems demand technical fluency beyond traditional maintenance work. Companies must decide whether to hire specialists or train existing staff.

The Impact on Hiring: Strategic Implications for Recruitment Professionals

The MRO industry's transformation fundamentally reshapes recruitment strategies, talent acquisition approaches, and employer branding requirements. Understanding these implications enables hiring managers to position their organisations competitively.

Recruitment Strategy Evolution

• Traditional recruitment approaches emphasising credentials and experience must evolve towards competency-based models. The rapid pace of technological change means yesterday's qualifications may not address tomorrow's requirements.
• Proactive talent pipeline development becomes essential. Waiting until positions become vacant creates unacceptable delays in tight labour markets where qualified candidates receive multiple offers quickly.
• Strategic workforce planning must account for longer-term industry trends. Aviation Week's forecast of slower production ramp-ups means airlines will operate older aircraft longer, sustaining maintenance demand even as new deliveries lag.

Talent Acquisition Best Practices

• Develop relationships with military transition programmes. Veterans possess transferable skills including discipline, attention to detail, and experience with complex systems. Many hold security clearances valuable for defence contracts.
• Implement returnship programmes targeting professionals who left aviation during pandemic disruptions. These experienced workers can be reintegrated more quickly than training new entrants.
• Create flexible work arrangements where possible. Whilst hands-on maintenance requires physical presence, administrative and planning functions can offer remote options that broaden talent pools.

Employer Branding Imperatives

• Position MRO work as technologically advanced rather than traditional. Highlight AI integration, predictive analytics, and digital twin technologies to attract candidates seeking innovative environments.
• Emphasise sustainability commitments. Younger professionals increasingly prioritise environmental responsibility. MRO providers supporting sustainable aviation fuels and zero-emission aircraft appeal to these values.
• Showcase career progression opportunities. The expanding market creates pathways from entry-level positions to specialised roles commanding significant compensation premiums.

Hiring Manager Considerations

• Expand candidate sourcing beyond traditional aviation backgrounds. Adjacent industries including automotive, marine, and industrial maintenance provide transferable skills.
• Invest in assessment centres evaluating practical competencies. Demonstrated ability to diagnose problems and execute repairs provides better hiring signals than credentials alone.
• Develop partnerships with community colleges and technical schools. These institutions train students in foundational skills that companies can supplement with aviation-specific knowledge.

Retention Strategies

• Create clear career pathways with defined progression criteria. Technicians want to understand how their roles can evolve as they develop expertise.
• Offer ongoing training in emerging technologies. Professionals value employers who invest in keeping their skills current and marketable.
• Recognise and reward efficiency improvements. With turnaround times representing critical competitive factors, technicians who optimise processes deserve acknowledgement.

Diversity and Inclusion Initiatives

• Address gender imbalances in technical roles through targeted outreach. Women remain underrepresented in aviation maintenance despite possessing equal capabilities.
• Develop programmes supporting neurodiverse candidates. Attention to detail and systematic thinking required for maintenance work align with strengths of many neurodiverse individuals.
• Create inclusive workplace cultures that welcome professionals from all backgrounds. Diverse teams bring varied perspectives that enhance problem-solving and innovation.

Frequently Asked Questions

What salary ranges should MRO companies expect to offer in 2026?

Compensation varies significantly by specialisation and geography. Entry-level aircraft maintenance technicians in the US typically earn USD 45,000-55,000 annually. Experienced technicians with next-generation aircraft certifications command USD 75,000-95,000. Specialists in engine overhaul or avionics can exceed USD 100,000 in high-cost regions. Asia-Pacific markets show lower absolute figures but rapid growth, whilst North American and European markets face upward wage pressure due to talent shortages.

Which MRO specialisations will see the highest demand in 2026?

Engine overhaul specialists top the demand list, driven by the segment's projected 43.3% market share and increasing shop turnaround times. Composite repair technicians are critically needed as advanced materials proliferate in next-generation aircraft. Avionics specialists capable of maintaining integrated digital systems face strong demand. Predictive maintenance analysts who can interpret AI-driven diagnostics represent an emerging high-demand category. Defence MRO specialists with security clearances remain consistently sought after.

How can smaller MRO providers compete for talent against major companies?

Emphasise flexibility and diverse experience opportunities that large organisations cannot match. Highlight faster career progression due to smaller organisational structures. Offer competitive compensation packages including performance bonuses tied to efficiency metrics. Develop niche specialisations in specific aircraft types or systems where expertise commands premiums. Create strong workplace cultures emphasising teamwork and recognition. Partner with training organisations to provide continuing education that larger competitors may not prioritise.

What certifications and qualifications will be most valuable in 2026?

FAA Airframe and Powerplant (A&P) licences remain foundational for US markets. EASA Part-66 certifications serve equivalent functions in Europe. Type-specific ratings for next-generation aircraft including A350, 787, and advanced narrowbodies command premiums. Composite repair certifications address critical skill gaps. Digital literacy credentials in predictive maintenance platforms and MRO software systems grow increasingly valuable. Project management qualifications benefit those pursuing supervisory roles.

How will AI and automation affect MRO employment opportunities?

AI will augment rather than replace human technicians in the foreseeable future. Predictive analytics reduce unscheduled maintenance but increase planned work requiring human execution. Digital twin simulations identify issues but skilled technicians perform actual repairs. Automation handles routine inspections whilst complex troubleshooting remains human-dependent. The technology shift creates new roles in data analysis and system management alongside traditional mechanical positions. Overall employment grows despite automation due to expanding fleet sizes and extended aircraft service lives.

TL;DR Summary:

• The MRO industry will reach USD 96.44 billion in 2026, creating approximately 13,400 annual job openings in the US alone as the sector grows 5.1% annually through 2035
• Engine overhaul specialists, composite repair technicians, and predictive maintenance analysts represent the highest-demand roles, with compensation for experienced professionals reaching USD 75,000-100,000+ depending on specialisation
• Successful recruitment strategies must emphasise technological innovation, provide robust training programmes, develop educational partnerships, and position MRO careers as cutting-edge rather than traditional
• Asia-Pacific markets show fastest growth potential whilst North America maintains dominance, requiring regionally adapted talent acquisition approaches that account for local labour market dynamics and regulatory environments