Why AMEs and LAMEs Are So Hard to Find in Australia

If you’re hiring Aircraft Maintenance Engineers (AMEs) and Licensed AMEs (LAMEs) in Australia right now, you’re feeling the squeeze. The labour market has been tight for years, but several structural and post-COVID forces have turned a long-running challenge into a sustained shortage.

The structural reality: a small population spread over a huge continent

Australia’s aviation network serves vast distances with relatively low population density, which makes it harder to build and sustain deep local talent pools—especially outside the capitals. Australia’s population density sits at roughly three people per square kilometre, with growth heavily concentrated in the major cities, leaving regional areas thinly staffed.

COVID’s long tail: people left aviation—and many haven’t come back

During the pandemic, thousands exited aviation roles across Australia, including engineers. Many of those workers reskilled into other industries with steadier rosters and pay, and they’ve proven hard to attract back as travel rebounded. Industry bodies and media have repeatedly warned that the loss of skilled workers is still biting engineering capability today.

Global pull factors: rising worldwide demand for technicians

It’s not just an Australian problem. Boeing’s 2025 Pilot & Technician Outlook projects airlines will require about 710,000 new maintenance technicians globally over the next 20 years, with Asia-Pacific accounting for a very large share. That global competition drags Australian talent offshore and pushes up pay expectations at home.

The apprenticeship pipeline isn’t keeping up

Across the economy, apprentices and trainees in training fell through 2024, and aviation maintenance has been rated “in shortage” across mechanical, avionics and structures streams. In short: not enough people are coming through to replace retirees and meet growth.

What the next five years mean for demand in Australia

Western Sydney International (WSI) opening: WSI is on track to open in late 2026 and is forecast to support ~28,000 direct and indirect jobs by 2031, five years after opening. As airside operations and based carriers ramp up, the region will need more maintainers, planners and certifying staff.
Defence build-up: Defence outlays are rising (to about $59 billion in 2025–26, ~2.05% of GDP), with large, sustainment-heavy programs (AUKUS, maritime and air fleets) that intensify demand for experienced LAMEs—particularly those with avionics and structures exposure who can transition into Defence sustainment environments.
Regulatory push to expand the talent pool: CASA has moved to recognise foreign Part 66 licences from selected “recognised states”, streamlining pathways for internationally qualified LAMEs to obtain Australian licences—explicitly to address shortages. Expect more overseas engineers in the mix if employers are set up to sponsor and onboard them well.

Bottom line: between WSI’s launch, ongoing traffic growth, and a defence uplift, Australia will need materially more maintenance engineers over the next 3–5 years than are currently available. The global outlook suggests the competition won’t ease—so local strategies matter.

Practical hiring moves that are working

Be salary-forward and market-realistic
Global demand is setting the price. Lead with total comp bands (base + allowances + type-rating pathways). Benchmark against airlines/MROs competing for the same licences, not just local peers. (Global technician demand context: Boeing PTO.)
Sponsor and relocate—domestic and international
With CASA’s recognition initiative, it’s a good time to build a sponsorship playbook (visa pathways, relocation support, recognition steps, bridging training). Fast, friction-light processes will win candidates.
Offer flexible pathways to type ratings
Many excellent AMEs/LAMEs hesitate to move because they’d lose currency or lack a needed type. Fund and schedule type-rating and differences training (with clear service-bond options if needed). It’s often cheaper than a six-month vacancy.
Invest (again) in apprenticeships and structured progression
Partner with training providers and set up two-intake apprentice programs per year, with rotations across base/heavy line and avionics/mechanical streams. Promote a clear progression map (e.g., Cat B1/B2 targets, exam support, mentoring). This is how you rebuild the pipeline. (Macro apprenticeship trend: NCVER.)
Recruit adjacent talent
Draw from Defence, rail, marine, mining, and power generation for candidates with relevant mechanical/avionics, reliability and QA experience. With a funded conversion plan (human factors, Part 145/42 exposure, EASA/Part 66 exam coaching), these hires ramp quickly.
Modern rosters and lifestyle
Many who left during COVID cite work-life balance. Offer predictable rosters, fatigue-aware shift patterns, and compressed work weeks where feasible; it’s a differentiator against overseas offers.
Strengthen EVP around place
If you’re in Western Sydney or a regional base, sell the benefits—cost of living, commute, training links to WSI, and family amenities. Pros move for lifestyle as much as pay. (WSI ramp is a compelling story.)
Partner with a specialist
A niche recruiter who actually understands Part 66 categories, task privileges, and type currency can target passive LAMEs, pitch the opportunity credibly, and manage complex moves (sponsorships, type transitions). That’s our sweet spot at Talent Aligned.

Policy signals to watch (and use in your pitch)

CASA foreign licence recognition monitor recognised states and expected processing timelines; candidates will ask.
WSI operational milestones as testing and airline announcements progress, leverage that momentum in employer branding.
Defence spending profile while growth is modest year-to-year, the pipeline and sustainment tails mean stable demand for skilled maintainers.

Final word

Australia’s AME/LAME shortage won’t fix itself. The geography is fixed, global demand is rising, and the training pipeline needs time. Employers who fund skills (type ratings, apprenticeships), open to sponsorship, modernise rosters, and sell the full value proposition will win—and keep—the people who keep fleets flying.

If you’d like a market read on salaries, type-rating pathways that attract moves, or help crafting an EVP that converts passive LAMEs, Talent Aligned can help.

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