If they can get the flow up to, say, 35/month, our flow will be attractive for new hires. Right now, knowing what I know now, I wouldn't bother coming here as a new hire unless you plan to live in a junior domicile; the flow is far enough out of reach that you'll have missed your opportunity to have a decent seniority number. A flow of 35 per month would nearly guarantee that a new hire today would flow in 5.0-5.5 years without outside attrition.

That said, flow looks like a huge PITA for training and recruitment with all the turnover and training events created. Out of curiosity, if Envoy's training department is operating at full capacity, what's the potential turnout of new pilots monthly?

As a few of you alluded to: regardless of flow, recruiting is going to ramp up significantly at all majors and the regionals are going to get purged of pilots. The only real way to get the majority of pilots to stay here or PSA and Piedmont is to give us AA seniority numbers with contractually guaranteed employment at AA. I know I wouldn't bother leaving for DAL/UAL/SWA/FDX/UPS if I had an AA seniority number. Is it wishful thinking? Probably. Is it probably the only realistic scenario in which AA's wholly-owned regionals don't get decimated by the legacy/LCC hiring? Definitely.