When choosing a Regional airline for your first airline job (goal of getting hired by a Major/Legacy), how much should someone care about a "Guaranteed Interview" program? For instance, Endeavor's program for Delta.

Does any extra emphasis get placed on actually hiring these interviewees, or could it be the opposite? Interview doesn't mean hire. Also, the program details state "The number of DGIs may be reduced by Endeavor if the total number of CJOs to Delta in any given calendar year is projected to exceed 20% of the total number of active status Captains at Endeavor."

Additionally, Endeavor isn't advertising larger Delta hiring rates than other Regionals (if the interview program yielded a better hire percentage to Delta, that would be a stat they would be bragging about).

http://www.endeavorair.com/documents...rogram_FAQ.PDF

To me, this means that Delta will most likely interview you after two years as a Captain at Endeavor, but they will be restricted from cannibalizing more than 20% of Endeavor captains. If hiring is in full swing, this tells me that there's a greater chance of getting hired onto Delta without growing through the 'blockage' constraints of their own regional carrier agreements. Therefore if someone wants to increase their odds of getting hired by Delta (Hired, not Interviewed), they should avoid Endeavor.

Am I wrong in my thinking? Is there something that I'm not understanding about the benefit of this program?

Thanks in advance for any insight.