The Challenge

Scaling without settling & building a team from scratch

For 60 years, Transavia has made travel possible for everyone.

As part of the Air France-KLM Group, Transavia has scale. But they’ve never let size dilute what makes them different. When launching in a new market, they needed to build a workforce of cabin attendants and pursers from scratch. These are the face of the airline, the people passengers meet, talk to, and remember. Transavia needed a process that matched their standards: fast, fair, and unmistakably Transavia.

Challenges included:

• Manual CV screening that didn’t scale
• High-volume, time-sensitive roles
• Designing an entirely new recruitment process from scratch
• Needing a candidate experience that would elevate the brand

The Solution

A simple-to-use AI interview that surfaces what really matters

What candidates get

Needing nothing more than a mobile phone, candidates access Sapia.ai’s Chat Interview. The chat-based format is low-pressure and flexible. Candidates complete it in their own time. The interview focuses on what matters for cabin attendants: how they think, communicate, and respond to real situations. Every candidate receives personalised feedback and coaching insights, regardless of outcome. It’s the kind of experience that lets people represent their real selves while building brand advocates

What recruiters get

The team received recommendations for every candidate. Each profile surfaced soft skills, communication style, and suitability for the role. Transavia scrapped CVs entirely, recognising that Sapia.ai was a better indicator of candidate quality. Scoring was transparent and consistent. Built on structured rubrics, not gut feel. It gave the team confidence to move quickly, knowing the shortlist was selected fairly. Transavia partnered with Randstad Belgium to deliver this campaign. Sapia.ai’s assessment was embedded, giving candidates a fair interview and useful feedback. 

The Outcome

Fast, fair hiring that built a talent pipeline

Transavia’s cabin attendant campaign wrapped weeks ahead of schedule. What was expected to run into December was completed by November.

The team trusted the recommendations and moved quickly. Of everyone hired, 99% had received a “yes” or “maybe” recommendation from Sapia.ai. No second-guessing. No gut-feel gambles. By removing CVs and letting Sapia.ai handle screening, the team saved 37 days of manual work over four months, allowing them to complete the campaign weeks ahead of schedule.

And by giving something back to every candidate, Transavia turned applicants into brand advocates. That matters when your candidates are also your passengers.

The qualified talent pool built during this campaign means future intakes won’t start from scratch. And because the role profile is now proven and validated, it can be replicated across other regions as Transavia continues to grow.