We don't need to debate that. But can you truthfully argue that their interview process at one time was NEVER a rather difficult process to get through? Regardless of whether or not their a "national/LCC' or a "major legacy", how much they get paid, or if many of the candidates trying to get hired there at one time were furloughed from legacy carriers. Again, it's all about supply and demand. There was a time at UAL where the acceptance rate was roughly 1 in 12 the first time around. If somebody was lucky enough to be called for a second interview, that number went to roughly 1 in 2 getting the nod. When they hired this most recent time, I'd hardly say that was the stats.

On more levels then one, true. I was simply debating that "getting hired with the direct line to a mainline job is a better will get a better candidate" line of reasoning simply isn't valid. I'm not talking about the goods/bads of how it's affected pilots on the way up/down, ONLY the quality of the candidate. And like I said, COEX/CAL is a perfect example.