Let's take a look at JO's recent email:

"If you know folks around the industry who want to join a growing company with an exciting future, please let them know Mesa is hiring!"

Yes. Everyone is hiring. And all the other companies pay much better and provide a much better insurance package. And most of them have a pretty quick upgrade. People new to 121 have to get 1000 hours anyway. It takes time and by the time they get to 1000 hours and are ready to upgrade (2 different things) they will be able to upgrade or close to it almost anywhere. Movement is happening everywhere. Upgrades are not unique to Mesa.

"Right now, primarily as a result of ill-conceived and entirely unscientific new federal regulations(opposed by everyone from check airmen to the RAA), the current “supply” of pilots has been reduced significantly."

Uh, no. Absolutely not. The pilot shortage is due to pathetically low salaries and benefit packages that make it virtually impossible to support oneself let alone, to support a family. The pilot shortage has nothing to do with the ATP requirement. Even if that requirement were withdrawn today, there still aren't pilots because no one is uninformed enough to spend upwards of $100k getting their ratings to then make $20k. The Internet has allowed people to be aware of this fact, and they turn their talents to other more lucrative professions. You know, the ones that provide competitive compensation so you don't have to live in poverty.

"Fortunately, we have been able to successfully navigate through this very difficult period. Things have been different here. Mesa continues to staff classes, win business and grow. While other airlines try to lure pilots with up-front sign-on bonuses, those who do their homework understand that Mesa is the regional airline best positioned to provide short-term AND long-term opportunities and income. "

Um, wrong again. Mesa is not staffing classes. If you don't see this, you, Sir, are in denial.

Those who do their homework, realize that not only is Mesa the lowest paying regional, BY FAR, it also offers a horrendous insurance package with the full intention of forcing people into financing their own insurance, further reducing their already pathetic salary. It is also one of the few regionals left not providing hotels for commuters making it even more impossible to live.

Also, for those who do their homework, they will find that Mesa FO's TOP OUT after 12 years at lower compensation level than almost every other regional STARTs their FO's.

They will also realize, that because Mesa does not offer a competitive salary, the recruiting efforts will fall far short of what they need to hire for attrition, and if no new FO's are coming in the door, upgrades and QOL improvements will not happen. But this is only going to be apparent if "they do their homework".

Realize that the structure of the referral bonus requires an employee to be an employee for 2 years after your referral is hired to fully collect. And that is only if your referral is also still with Mesa 2 years later. Highly unlikely in this current hiring environment especially when virtual every company out there is offering compensation packages doubling Mesa's after the insurance effect.

The most business savvy, strategic statement in the whole email is this:
"Rather than burn money on “carrot” bonuses (which frankly don’t work - and fall short of the benefits of flight time and upgrades at Mesa) we want to put money in the pockets of our employees – people who have already made a commitment to our company and who are working here day in and day out to do the best job possible."

Yes, JO. Because not only are you going to have a huge recruiting problem, if your compensation isn't brought up to at least industry standard, your attrition problem is about to explode. It is time to "put money in the pockets of our employees - people who have already made a commitment to our company".

It's time to burn the current contract and start over with one that works in today's environment. Either that, or shut the doors.