I don't know what guys currently are getting hired with, but I personally know two pilots that were hired at US in the last year. Both had lots of 121 PIC and four year degrees. One had 747 SIC time. The other guy was captain in the Saab and then the RJ.

Has anyone had trouble with the fit assessment on the app? Mine still doesn't show complete and I did it two days ago. It also won't let me click it to try and start it over. The link goes nowhere. Already emailed customer support. Nothing yet.

Calls are going out to a huge variety of pilots... I know some personally that are all SIC jet and low time, and others with as little as ATP minimums interviewing. Good luck to everyone. It seems like AA is looking at other quals too and not just having thousands and thousands of hours.

If I was in the hiring department I would be looking for "young" as the number 1 requirement.
They already getting guys with 10's of thousands of hours who are aged between 35ish and 58ish via the flow through program.
I would be looking to balance that out with guys 21-35, with experience being important but definitely secondary to being in a different age group to the flows.

I filled out the profile, and when I did the Organizational Fit Assessment it said it would take some time (I think it was in minutes) to show as completed.

It's been a couple hours. Is this something someone actually has to be in the office to "grade"?

I see what you're saying, but have no idea what HR/company are using as requirements. On the other end of the age spectrum it seems like it would be a good idea to have some pilots in their 40s thrown into the mix. I used to be involved in pilot interviews and remember HR saying we couldn't even ask how old someone was and that age was to be ignored as a hiring element along with sex and race.

School or College graduation year has a high degree of correlation with age without asking.
They never tell you why you got the TBNT letter, it could have been anything.

I am just saying what I would do.
When they are getting close to 50% of hires who are guaranteed to be older right now because they have been stuck at Eagle for 12+ years.
The guys leaving Eagle to flow right now are almost all 45-55, which will become eventually 35-45.
If I was HR I would want to balance out that demographic with younger off the street guys to minimize a future retirement crunch.
I could be totally wrong, just speculating based on my twisted view of things.

There won't be a retirement crunch if they plan to always hire in the same age group. Not sayin' it's right or wrong....I'm just sayin'

from an economic perspective, older pilots = cheaper pilots. they stay on the seniority list for a shorter amount of time and have their B funds contributed for less time, resulting in a bigger cost savings when they hire their (older) replacement.

you see corporations everywhere trying to get rid of their older, more expensive employees in favor of young cheap labor. luckily we're contractually protected from this. but if youre looking at this from a pure cost perspective, hiring guys in their 40s is probably the sweet spot.

and maybe to take it one more step further, consider hiring guys at age 53. they top out the 12 year pay scale just as they retire. Hire their replacement at age 53, and repeat the process, minimizing the amount you contribute to their B funds. Of course this is not realistic, and no airline would ever do this, especially a self-insured airline where you trade labor costs for health insurance costs of an aging pilot group

Okay good, it's not just me...