Originally Posted by Ducksaucelover

Just one issue. That new fresh 1500 hour CFI will continue flying for a company like C5 for quite a few years now. That mainline guy/gal who gets hired, isn’t going to be riding their way into retirement at places like C5. Once the mainline carriers start to rehire the all those furloughed pilots, they will be gone. Thus, leaving C5 and the other companies who hired them pilot looking for their replacement. When they could have just hired that fresh 1500 hour CFI, and made money on the investment. They would pay less giving that new guy/gal their first taste of the jet life a few extra sim lessons or ground lessons (if they even needed it) than paying for that seasoned furlough pilot and their CFI replacement a year or two later.

Originally Posted by ReadOnly7

high turnover at the regional level is a good thing. Keeps labor costs low. Regionals won’t hesitate to hire furloughed major pilots. LCCs and ACMI, however......will.

Originally Posted by ReadOnly7

high turnover at the regional level is a good thing. Keeps labor costs low. Regionals won’t hesitate to hire furloughed major pilots. LCCs and ACMI, however......will.

Originally Posted by ReadOnly7

high turnover at the regional level is a good thing. Keeps labor costs low. Regionals won’t hesitate to hire furloughed major pilots. LCCs and ACMI, however......will.

Originally Posted by Hedley

I don’t know if the LCC’s or ACMI will be looking at furloughed legacy pilots this time since they will have recall rights and definitely leave. When I was furloughed after 9/11 there were plenty of furloughed legacy pilots, but the regionals all went on a hiring and expansion frenzy. The only regional pilots that my company hired were those looking to get some global freight experience and a bigger check than a regional. I wasn’t hired because they like legacy pilots, I was hired because they needed people who could be successful in a very old school pass or you’re fired training program and potentially upgrade quickly, and the bulk of those who met their qualifications were furloughed legacy pilots. Today, the market will be flooded with high time regional pilots. I think the most attractive applicants will be highly experienced regional pilots with no degree. Unless they get the degree before the legacies start hiring, they are basically unmarketable and won’t be looking for the door starting the first day of training.

Originally Posted by tallpilot

This is widely believed. Clearly an airline with a lower longevity workforce will have reduced payroll expense. Training costs however, are not negligible. I wonder what the break even point is and what level of turnover provides optimal longevity control / training costs.

Let’s articulate this policy clearly, “We prefer it when our most experienced pilots leave so we can save money. We value cost savings over the mentorship they could provide.”



So pilots looking for work should remove their degree from their resume? You are probably correct, Frontier at least is well known for trying to weed out applicants with aspirations beyond Frontier.

This industry is comically irrational. Let’s articulate this policy accurately as well. “We hire the best pilots we can find provided we believe they are not good enough to leave here for a better job.” It’s maddening.

Originally Posted by Hedley

Everyone is a know nothing new pilot early in their career. Nothing has suggested that the high time 121 pilots who are looking for work are entitled to those positions, or that the new people will not make fine pilots once they gain experience. It’s just the reality of what is going to be on the market. The airlines don’t have to pick one group over another, but when they do hire who do you think they will pick? Will a company like CommutAir hire the person with 5,000 hours and a proven training record flying the exact jet that they will be hired to fly, or seek out someone out of general aviation with zero jet or airline experience to give them a shot? Training is expensive. Who do you think will require more training during systems, who do you think is more likely to need extra sims, who will need extra IOE? Riding in regional jumpseats for the last several years I heard story after story about the new hire pilots requiring much more IOE than what the program originally called for. Many needed well over 50 hours before being signed off. I’m not bashing the new pilots. Jumping from a Cessna to a jet in the fast passed regional environment is a big challenge, but if you are hiring pilots, are you going to select the applicant who will be able roll quickly through training and start earning the company money, or are you going to hire the new guy that you will require much more time and money getting them up to speed?

Originally Posted by jacburn

You guys all seem to be forgetting that we have pilots that will be unemployed from other regionals. C5 does not have to hire the Mainline pilots or the CFI's. There will be enough pilots from other regionals including those that flew the 145 that can be hired.

The company no longer has to hire those guys that have been out of the industry for over a decade, low time PIC hours, odd personalities, those that were asked to leave other training programs for odd reasons.

It has changed from the time where the regionals were scraping the bottom of the barrel just a couple of months ago to being able to get the cream of the crop.

You seem to be arguing that the company will have to take either one, when they will probably not hire either one because no one is talking about the third choice.

Originally Posted by jacburn

You guys all seem to be forgetting that we have pilots that will be unemployed from other regionals. C5 does not have to hire the Mainline pilots or the CFI's. There will be enough pilots from other regionals including those that flew the 145 that can be hired.

The company no longer has to hire those guys that have been out of the industry for over a decade, low time PIC hours, odd personalities, those that were asked to leave other training programs for odd reasons.

It has changed from the time where the regionals were scraping the bottom of the barrel just a couple of months ago to being able to get the cream of the crop.

You seem to be arguing that the company will have to take either one, when they will probably not hire either one because no one is talking about the third choice.

Originally Posted by gibmaerd

From what I hear, C5 has a handful of candidates that are in the hiring pool. They were the next class right before everything shut down. And they have been contacted about possible classes coming up. Anyone know anything about this?