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Originally Posted by kingairip
(Post 1583263)
What? You're saying that someone hired at the new American after the merger date should be somehow better off if they were hired on the legacy AA side instead of the legacy US side?
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Originally Posted by MarineGrunt
(Post 1583187)
I've heard as "low" as 17 and as high as all 20 for certain interview groups. It reinforces the theory of "if you get to DFW, they want to hire you!"
Be truthful, disclose EVERYTHING. It seems that to not get hired after the F2F, you either need to get caught lying or seriously screw up your interview. |
Originally Posted by Thunderbolt II
(Post 1583279)
Anyone know how many don't make it past the video interview?
Regarding the PST (computer cog test), one of the HR ladies hinted that you could fail the PST and still get hired. It seems that they are looking at the big picture. |
How about the medical? Is it pretty much a first class exam?
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Originally Posted by ghilis101
(Post 1583278)
I think he was just pointing out some may have that opinion. I don't think anyone has any doubts that the bottom of the seniority list (post merger-new hires) is going to be a complete non-issue during the SLI. It will be DOH.
You may be assuming too much about the bottom of the seniority list. The APA doesn't play nice...just ask the former TWA pilots. |
Originally Posted by ShyGuy
(Post 1583123)
A snapshot is taken if the application is that anyone hired at either airline will then be merged on the list as DOH starting from after the merger announcement date. But this would assume that someone hired at US is the equivalent thing to someone getting hired at AA which many would argue it is not. That's not my business just my 2 cents from having gone through a 3-way merger.
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Originally Posted by ShyGuy
(Post 1583123)
A snapshot is taken if the application is that anyone hired at either airline will then be merged on the list as DOH starting from after the merger announcement date. But this would assume that someone hired at US is the equivalent thing to someone getting hired at AA which many would argue it is not. That's not my business just my 2 cents from having gone through a 3-way merger.
It is reasonable to believe that those hired after MAD may go DOH, but I suppose anything can happen. |
Originally Posted by Roper92
(Post 1583388)
How about the medical? Is it pretty much a first class exam?
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Medical consisted of drug test/ vision to include colorblind and depth perception testing/ blood pressure/ booth style hearing exam. Took about thirty mins to complete and was very painless.
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Originally Posted by MarineGrunt
(Post 1583380)
Regarding the PST (computer cog test), one of the HR ladies hinted that you could fail the PST and still get hired. It seems that they are looking at the big picture.
The Eagle flows are asked to do the PST, however it is "optional" and a "non jeopardy" event. For street hires it is not optional. They are attempting to see if there is a correlation between the results of the PST and and any problems that people may have during training, they want to gather as much data as possible as quickly as possible, hence asking the flows to take the test voluntarily, to increase their sample size. At least that is what the Eagle flows are told. If the data correlates, then I am sure the PST will begin to be weighted more heavily in the future. If it does not correlate then who knows, they may drop the test altogether. |
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