1) The value of our quick-upgrade carrot is declining quickly as upgrade times plummet pretty much everywhere else, especially Skywest with their highly desirable Western base options and compensation

2) Envoy/PDT/PSA have extremely solid pathways to AA, which will only further reduce upgrade times at those companies as AA hiring picks up over the next 1-10 years. CommutAir seems to be securing a preferential interview with United. Endeavor offers huge incentive pays and a guaranteed (albeit low-odds) interview with DAL

3) The company seems to be unable and/or unwilling to pay anything more than the last TA, which will never fly

I've enjoyed my time at Mesa, and it's worked out very well for me thus far. But I am concerned about our ability to staff existing and future commitments.

Hopefully, the new HR and Crew Resources/Planning directors just hired (who both seem to be highly experienced and competent) are smart enough to realize that the only zero-cost way to reduce attrition and shore up recruiting in the short term are:

1) Better base options

2) Something--anything--to dangle at existing pilots and give them second thoughts about leaving asap. A preferential interview at United or AA, regardless of the stipulations or odds of success, would incentivize people sticking around a bit longer on average imho. Humans are prone to overestimating success with such things, otherwise we wouldn't have Powerball!!!

Better bases or a carrot like a preferential interview/flow...only two "essentially free" things they can use to keep more of us on this pumpkin patch a bit longer.