Originally Posted by
TeamSasquatch
I understand what you are up against. However, hooks and contracts might not be the best approach. The right pay, benefits, and QOL will bring you every applicant you need. You won’t even need right seat time building to get them. Of course, the money has to come from somewhere (the customer). 135 feeder freight might someday be a 300hr job if 121 pay out does it. I know people who flight instructed for 2-3000hrs because they had to. Now, many more options open where you can instruct 250hrs, fly jumpers or 135vfr up to 1200.
Don't get me wrong. I'm all for getting pay up (I've benefitted nicely from the pay and bonus increases we have had in the last couple of years.) We also have been adding partnership incentives such as our UPS Gateway program to help entice pilots to make longer term commitments. It just frustrates me when we hire someone at 800 hours to a position that primarily benefits them, pay their salary, travel, hotel and per diem and then they don't have the courtesy to stay long enough for us to make a return on our investment. Makes me wonder if it is even worth doing. Oh well, it is what it is.