57 planes are coming in the next 24 months.
We are now attriting around (+/- a few) 40 pilots on a 30 day rolling average now.
We went from 32-36 upgrades a month forecasted down to 10 per month in the latest vacancy.
This is unsustainable.

Why is this attrition acceptable at a so-called career destination airline?
People point to the legacies and say "widebodies" or "hats." Certainly, that's a factor. SWA loses a few people to the Big 3 + FDX/UPS, too, but they largely retain their pilots ... what's the difference between us and them? They fly a single fleet type in a point-to-point network, yet they have no problem attracting and retaining talent. Maybe it's because they're highly compensated, have great benefits, and they ultimately believe in their management team. When it boils down to it, we share largely the same DNA as other LCCs -- it wouldn't take much to make this place attractive to recruiting and retaining talent. This place has so much potential and I want to see us succeed, but management isn't making long-term investments in labor or infrastructure. The only thing I can I see is an emphasis on receiving airplanes and pilots, almost as if management is trying to sell this place.

We haven't heard anything from the union or company addressing this massive decrease in captain vacancies, though it's obvious to everyone in the operation. We're not saying the quiet part out loud. Everyone knows a First Officer and possibly a Captain that has interviews lined up. Oh, and Captains that are dropping applications elsewhere. Unless management takes the initiative to raise pay rates and improve various areas of our contract, I have a strong suspicion we're going to be in a deficit that'll be hard to recover from... in other words, deferred plane orders (or worse). I also do not believe that just outhiring attrition rate by more than doubling our training output is the wrong answer; to anticipate losing around half the pilots we hire in the years ahead is also red flag to anyone thinking about staying here.