KATHMANDU, JULY 22 A proposed recruitment drive for external pilots and cabin crew at Nepal Airlines Corporation (NAC) has triggered growing concerns among aviation professionals and employees, who argue that the move lacks operational justification and raises serious questions regarding governance, transparency, and potential conflicts of interest. At the center of the controversy is Operation Director Capt. Subas Rijal, who has reportedly made repeated efforts in recent years to secure Airbus A320 Initial Type Rating Training opportunities for his in-law, First Officer Roshan Koirala. Sources within the Corporation claim that two previous attempts were halted following intervention by the Ministry of Culture, Tourism and Civil Aviation. FO Roshan Koirala was originally appointed during the tenure of former Operation Director Capt. Sarwan Rijal, brother of Capt. Subas Rijal. Critics allege that despite previous objections and interventions, efforts to advance the career progression of close relatives have continued through alternative mechanisms, including the proposed recruitment of external pilots for the Airbus fleet. The current recruitment initiative has also revived memories of a controversial recruitment exercise undertaken in 2015. During that period, Nepal Airlines recruited several foreign and external aviation professionals, including Type Rating Examiners (TRE), Type Rating Instructors (TRI), type-rated First Officers, and cabin crew members from foreign airlines. Monthly salary packages reportedly ranged from Rs. 1.2 million to Rs. 2.65 million. Industry observers have long alleged that the 2015 recruitment process was coordinated through a Hong Kong-based aviation recruitment group, JetPeople, and generated substantial commissions for individuals involved in the process. Although these allegations have never been fully investigated publicly, aviation stakeholders argue that the circumstances surrounding those recruitments deserve renewed examination in light of current developments. According to sources familiar with the ongoing recruitment plans, Nepal Airlines is now preparing to recruit additional external TRI, TRE, Line Captains, First Officers, and cabin crew members. Concerns have been raised that the process is being advanced without adequate consultation with technical departments and the Human Resources Division. The Acting Managing Director is reported to have approved the recruitment proposal and forthcoming vacancy announcement, creating concerns among employees regarding adherence to established corporate procedures and governance standards. Critics argue that the process risks creating the perception that recruitment decisions are being driven by factors other than genuine operational necessity. The recruitment initiative is reportedly being justified on the basis of anticipated pilot shortages in international operations. However, operational data reviewed by concerned employees presents a different picture. Internal pilot utilization within the international fleet is reported to remain below 50 flight hours per month on average, despite regulatory limits allowing pilots to fly up to 100 hours monthly. This level of utilization suggests that a significant portion of existing pilot capacity remains unused. Aviation professionals within the Corporation contend that current resources could accommodate substantial growth in Airbus operations without requiring immediate large-scale recruitment of external personnel. Particular concern has been expressed regarding the utilization of existing contract pilots. Records from recent roster schedules indicate that some contract pilots receiving salaries exceeding Rs. 1.2 million per month are not being utilized at levels normally expected for personnel hired specifically to address operational requirements. Among the examples cited by employees is Capt. Pradip Rajbhandari, who reportedly remained unrostered for six consecutive days during a recent operational period despite receiving a contract salary of approximately Rs. 1.2 million per month. Similar concerns have been raised regarding the utilization of other contract pilots, including Capt. MM Dangol, Capt. SK Shrestha, and Capt. Vijay Lama. Employees argue that before additional external recruitment is undertaken, management should first demonstrate why existing internal pilots and current contract pilots are not being fully utilized. They also point to the presence of internal pilots awaiting Initial Type Rating Training opportunities, including qualified pilots willing to undertake training at their own expense. The controversy has been further intensified by concerns over compensation disparities. Only months ago, former senior executive Capt. Srawan Rijal was reportedly brought into the Corporation on a package estimated at approximately Rs. 2 million per month. Internal pilots, meanwhile, continue to receive substantially lower compensation despite their permanent status and long-term commitment to the national carrier. Many aviation professionals believe this longstanding practice of favoring external contract personnel with significantly higher remuneration has contributed to declining morale among internal pilots and accelerated the loss of experienced personnel to competing airlines. Additional concerns have emerged regarding individuals reportedly expected to benefit from the proposed recruitment process. Among the names circulating within aviation circles are relatives and close associates linked to senior management, including the Operation Director's son-in-law, Safar Koirala, as well as other individuals connected to influential figures within the aviation sector. While no formal findings have been established, the perception that recruitment opportunities may disproportionately benefit relatives and close associates has intensified calls for greater transparency and independent oversight. Taken together, the allegations have created a growing perception of favoritism, conflict of interest, abuse of authority, and possible misuse of public resources within Nepal Airlines Corporation. Critics argue that the proposed recruitment drive appears disconnected from operational realities at a time when internal pilots remain underutilized, qualified personnel await training opportunities, and existing contract pilots are not being rostered to their full capacity. Given the potential implications for public finances, corporate governance, employee morale, and the long-term sustainability of the national carrier, aviation stakeholders are calling for an independent and transparent investigation into the recruitment process, pilot utilization practices, training nominations, and compensation structures. They maintain that only a credible and impartial review can restore confidence in the Corporation's management and ensure that recruitment and training decisions are guided by operational requirements, fairness, and the best interests of Nepal Airlines Corporation.