If that were truly the case, then this wouldn’t be an issue. I couldn’t count how many times I’ve heard prejudice and/or bias comments at work about women, people of color, gays, and people of a certain age or religion. Just because you haven’t experienced discrimination at work, doesn’t mean that others haven’t. Why do you think we keep getting memos and assessments on the topic?

I’ll play the grumpy old man:

Welcome to the major/legacy airline quest. “Very qualified” merely gets you into the short stack of a couple thousand resumes. The three main ingredients for winning the major airline job lotto in no particular order are:

1) Networking

2) Active patience (update and improve regularly, but expect nothing to speed the process)

3) Luck

Even in the best pilots' market in decades you can forget about expecting fairness and/or entitlement (the “not running for office” comment had these tones imo). Maybe the regionals are easy to get a job at now, but the shortage hasn’t crunched the top tier yet, nor will it for a few more years. You gotta work hard within coach's rules so you might get to play the game, or don’t and sit on the bench.

So Santini, your app is probably fine. Have someone else sit and review it with you. Get interview/app consulting. Pray. Not trying to be flippant, that’s just what else you can do.


Good luck!

I wasn't going to bring it up but I have flown with pilots who:

Hate Women (instructor pilot)
Hate Gays
Hate Filipino people
Hate Jewish people

Such a nice world out there.

I'll add an observation that it's more of an extension of the point on networking. All of the big boys have some form of recommendation process. They clearly need a way to filter through the "small" stack of highly qualified applicants. The internal LOR (or LORs) seems to be a big breakout. It's clearly the case at DAL, FX, SWA, AA....an on.

At American, they are pretty open about where they focus their recruiting emphasis. They push their WOs, like military trained aviators, and straight from Pilot Recruitment, they place a premium on internal recs. As you build your network, try to get connected with mainline or WO CAs/FOs... It could be the last bit of help you need!

Je$u$ tap dancing Christ. Two words that need to take a little breather in this country.

Just. Stop.

Please. Stop the "People of Color" hor$e $hit too. The real problem with society are white lefties that have to use fake terms for fellow human beings with different pigmentation. Ugh!

This isn't going to stop, buddy. Get used to it.

Re: lack of recent training experience - No insider solid info. But it had been a factor in the past. And the schoolhouse guys know, or at least say, guys who’ve been in one seat a long time struggle with their next school.

Just like mil guys getting 121 Qual’d, or a mil getting getting an IP qual, or a guy upgrading, I've seen guys get new type ratings and all of the previous resume improvements have resulted in them getting contacted.

Is that proof? No. Does it make me wonder if it’s part of the matrix? Yes. Would I chase that new square if I was applying and could get a new square filled, especially with a recent training event? Absolutely. In the past a lack of a new training qualification within five years was a ‘drop dead’ line. If it was a possibility I’d erase that unknown question mark.

That’s crap. The only thing I care about is whether the guy or gal next to me can; #1, fly well enough for me to trust them, #2 isn’t such a tool that I shut them out after 15 minutes.

The only thing that should count is skills and the ability to get along. The best qualified person for the job, period. Artificial quotas lead to issues in training and line ops. I’ve seen that show before and it’s not pretty.