Well when they're paying people a guarantee equating to $34,000/year for the first 12 months (and then paying tens of thousands below market every year after that) I imagine that greatly offsets the expense in training costs; thus, reducing any burn felt from attrition. ULCCs have no reason to increase pay. The attrition is very low and regionals will provide a steady stream of folks looking for greener grass for as long as needed. The only two things an aspiring candidate or newhire at Frontier can hope for is 1) a quick upgrade and 2) this experiment of theirs eventually works. Presently I'm not very happy or confident with their relaunch of the brand identity nor the time it is taking to restructure the business. I think we're getting farther and farther behind in a limited time of great opportunity.