Not necessarily. He's saying he quit and is looking for a job. Right now there's no post first job history.

There's thousands applying. The biggest factor is to not make a mistake in hiring someone.

There's a couple of risk categories for applicants - low, medium, high, or unknown. Reading his post what category would you put him in? I'd put him in high or unknown. If you're hiring 2-10% of your applicants would you rank him in the 'low' category? Put him in the top 10%?

It takes time to generate a stable, productive, job history. Guys spend years, or decades, developing their professional resumes and reputations. At 121 job #1 he stumbled coming out of the gate. IMO he needs to spend serious time developing his resume/reputation.

Airlines don't like it when someone resigns from training. It might reflect a willingness to give up when things appear to be going unfavorably whatever the reason might be.

I'm at my third airline as a pilot and fourth overall. I left my second piloting job because of QOL issues...poor commute and didn't like the airplane I was flying. If you express your concerns at your next interview the way you did here, you may be okay. Leaving an airline due to concerns over its financial viability is valid.

I was upfront during my interview about my desire to leave my current employer. I didn't bad-mouth them, just said it wasn't a good fit.

I was under the impression that PRIA only reported whether you resigned or were terminated, and whether or not you are eligible for rehire.

To the OP, were you paid for your time at training? It's always an easy way to determine if you were employed at a place... Did I fill out paperwork and get compensated.

Are your flight hours reported on PRIA? If not how do the airlines verify your flight hours? Several military branches have flight hour reports- Is there a report civilian companies generate that compliments logbooks, or do they just use the reasonable person theory when reviewing your log book?

PRIA covers two categories...

Employment and training.

Under employment certain info about some disciplinary events is reportable, some is not. Getting terminated is reportable. Lack of a termination would normally imply resignation...but the big problem here is that if you "resigned":

1) during training, or after training trouble.

OR

2) without an job offer elsewhere.

Then the automatic assumption is that you were allowed to resign in lieu of termination. This assumption is correct about 90% of the time, so airlines will just go with that and not worry too much about the 10% (no legal protection for that).

Maybe if you were never paid or considered an employee this part would be not applicable. Maybe. Good luck with that.


For Training, there is a list of codes generated which includes any failures of reportable events, But it also shows completion of various events, even non-jeopardy events so an employer can get an idea of how far along you got. Most of it's greek to me, but I don't believe that not considering yourself an employee makes the PRIA requirement to obtain past training info go away.

The PRIA regs are poorly written and confusing so any protections afforded pilots are watered down by the grey areas. PRIA is designed to identify bad pilots, not protect good ones.

Want to be protected? Don't lie about anything, don't fail anything, any don't make it any strange career moves which will be hard to explain later.

How did you resign?

I am hoping via writing with copies made. I would bring those to future interviews.

Old post, but relevant topic (especially these days)... Does leaving before starting (or completing) IOE leave a bad mark if you finished Sims/Type Ride/LOE?

It depends on your company. At my previous employer, if you resigned prior to completing IOE, they would typically fire you on the spot. This will often show up as a termination/not eligible for rehire on a PRIA check. Doesn’t seem to matter much these days…

Hope you are leaving for a career grade airline. A sideways move eg. regional to regional during training screams of a training washout and resignation in lieu of termination.

Employers look closely at those who take the money and run. What money? The money it took the other employer to interview and select you, hire you, do the HR work for you, rent a hotel and simulator time and pay instructors for you, pay you wages and perdiem, then get no service out of you for their investment. It makes one wonder why you took the job in the first place, and of course, why you didn't stay.

There are always extenuating circumstances; life happens. Births, deaths, divorces, and so on. Better opportunities come along.

Personally, I have zero respect for someone who doesn't honor their obligations; it doesn't matter to me if it's a marriage agreement, a training bond, a handshake, a promise, an IOU, or what the case may be. If you say you'll do something, if you agree to the training, if you take the job, follow through.

Some years back I had committed to a summer fire assignment. shortly thereafter, I was offered a position in a 747. I told the employer that I appreciated the offer, but that I had agreed to be available for the fire season, and I wouldn't break that agreement. I wouldn't do it to the 747 operator, and wouldn't do it to the fire operator. The 747 operator understood; I took a job with them at a later time. If you've just finished training and a big shiny jet comes along, honor your obligation to give some service to the employer who just trained you. That employer could have trained a trustworthy employee who would have given appropriate service in return for the employer investment, instead of you...if you take the training and run, now the employer isn't only out the investment in you, but has to spend that much again to get someone else.

If you have a death in the family, or you're injured, or you must care for a loved one, no one will fault you.

The reason you left after training, before OE, has a lot to do with how your leaving will be viewed. If you did it just to job-hop, it probably won't be viewed well. If you did it because you were just hanging on and wouldn't make it, you probably made a good choice, but it does raise competency issues. If you did it to care for your wife while she receives cancer treatment, then gold medal for you, nobody will fault you, and everyone will hope for the best, for your wife. Employers as your reason for leaving. Make it a good one.