My key takeaways are:
A) The airline is not malicious and the overwhelming majority of people (pilots, FAs, management, schedulers, dispatch, OE and sim instructors, etc) are good people
B) The airline is very behind-the-times with regard to tech, scheduling, transparency, and the contract
C) The airline is under-staffed and frequently short on reserves
D) Most of our routes are Dash routes that are now being flown with jets, so you'll do more flights for less hours, and we're limited to whatever lines mainline AA gives us.
E) Combine C) and D), and you'll see that we're doomed to inefficiency, less days off, and schedulers frequently asking for more (extensions, junior mans, etc). Add B) and you'll see that the overworked schedulers who don't have reserves to draw from can and will make split second decisions that completely screw you, but you can't look out for yourself because you have no idea what's going on.
F) The system is designed to ensure you get 11 days off and credit 80 hours. 10 days off and 95 hours if you do something for triple premium.

Training took a year from DOH to finishing OE, due to a massive training backlog. Apparently that backlog is gone and it's only taking guys 9 weeks to get through. During training they paid us 75 hours per month and gave us full flight benefits on AA, but we'd go months without hearing from the company and when we called all they'd tell us is that we were on a 48-hour leash. Sitting at home for a year was significantly better than sitting reserve in a NYC crashpad, but simple communication would've made it significantly easier to budget our study time and make any personal plans more than 3 days out, for an entire year.

After OE I only had 3 days of reserve, although I've heard that's increased to a few months for New Hires, especially in CLT. But it's safe to say you'll sit reserve significantly longer at PSA right now.

You'll probably upgrade as soon as you have 1,000 121 time, so about 13 months after hitting the line.

Being understaffed has resulted in Triple Premium. Premium is 4 hours of pay, so triple premium is 12 hours of pay, plus whatever flying you agree to do, which is a minimum of 4 hours per day of a trip, so you get 16 hours of pay for one day of work. It can be as simple as flying one leg, or it can mean sitting reserve all day. The catches are that it has to be on a day off, it's not always available, and they typically only offer it the day before, often only on their Twitter. So to get it, you have to last-minute decide to work on one of your 11 days off, call scheduling to request it, and you still may or may not get it. But it'll pay as much as a 4-day trip. I've gotten it several times and I end up crediting about 95 hours for those months with 10-11 days off.

The trips are almost exclusively 4-day trips, they start and end in the middle of the day, so they're very commutable, and we get two commuter rooms per month, so I've never had to pay for a hotel out of pocket with Piedmont. However, we have something called 'modified min day guarantee' of 4 hours per day of a trip, not per day. In what I suspect is an effort to increase the pilot coverage while working with inefficient lines handed from AA, the majority of 4-day trips credit between 16 and 17:40 hours, with very few touching 18 hours. This is where duty and trip RIG protections really hurt us; Let me show you how. This is the first trip for CAs in PHL, grabbed at random:
TOTALS BLK 1551 DHD 157 TRIP RIG: 0 CDT 1748 T.A.F.B. 8040 LDGS: 10
This means the pilot is spending 80:40 away from domicile, flying 15:51, deadheading 1:57 (I'll admit DHs are relatively uncommon), conducting 10 flights (I'd say 14 is normal), and is getting paid 17:48 (you get paid for DHs). I don't know what, if any RIG protections PSA has, but under Republic's trip RIG protections, this trip would pay well over 20 hours for 4:1 TAFB. Duty rig may increase that even further, but I'm not motivated enough to look. Now multiply that inefficiency by the average of 4.5 trips per month, and that's about 12 hours of pay per month we're missing out on, just based on a contract that doesn't punish inefficient lines, compared to other regionals. So it's a bit of a double-whammy that we have to fly inefficient lines because of Piedmont's fundamental business model, probably get the least days off of any regional, yet we don't get compensated for it, unless you count the $1.70/hr of per diem.

Now onto something called "interface." I'm not sure how other airlines do it, but at Piedmont a lot of people bid lines that have trips that carry over from one month into the next. Then their next month's schedule has a trip that overlaps with a previously awarded trip. So to cover that flying Piedmont will assign it to people who have the 1st through the 3rd of the month off. As a result, a lot (probably most) of the bid lines that have 12-13 days off end up being 11 days off. Also, if you schedule overlapping trips, it doesn't help you because they won't drop one of your trips, they'll just make you fly 6 straight days or have you fly your original 4-day trip then add a couple "standby" days, which are sitting reserve from 0500 to 1700. The contract specifies that line-holders can't get reserve days, but "standby" days are legal.

Now onto what's probably the highest risk/reward at Piedmont and their number 1 recruiting tool; flow. As others have mentioned, (720 pilots - 60 lifers)/6 flows per month = 9 years with no outside attrition. In reality though, there's lots of outside attrition. Currently, guys are flowing with 4.5 years on property, but that'll most likely slow down for the same reason there was a year-long training backlog. I've heard several people say "I'm not going to Frontier when I'm only a year from American," and Piedmont knows this. They know it's unlikely many people will ever leave for another regional, not many people within 2 years of flow will go to an LCC, and within a year of flow most people probably won't go to another major. So it's in their best interest to keep people believing the mirage is closer than it appears. However, all of the majors and LCCs are increasing hiring and I've only met one CA who doesn't have their apps out anywhere else. You'd need a crystal ball to figure out flow, but it's probably safe to say the most optimistic, semi-realistic flow for a new hire is 5 years at PDT, but with those same assumptions, it's probably 5-6 years at PSA. Also, if you worked 20 days a month at PSA I suspect you'd credit significantly more than someone at PDT doing the normal 19 days plus a day of triple.

I will say that most of the people I fly with are happy people and they love getting paid to fly airplanes. I hear about how bad things were just 5 or 6 years ago and it makes me shudder, so things have definitely come a long way for the better, but no matter how you break it down, it seems PSA will pay you more to do less.