DAL Poolie Info
10-25-2015 | 09:50 PM
#5312
Indoc! Finally....
Joined: Nov 2014
Posts: 152
Likes: 0
From: New Hire
Seriously, though, not that I think it's going to happen, but IF they did flush the pool, is there any precedent set for giving previous CJOs a guaranteed/first in line interview date or do you fricking have to resubmit your ap and just wait for the e-mail. Good grief that would suck.....
10-26-2015 | 02:51 AM
#5313
Line Holder
Joined: May 2012
Posts: 378
Likes: 5
Not unfounded at all. RA told the Captain Leadership class in September that Boeing made us an offer on used 777. This is where all the used 777 rumors started. No where did I say we were going to buy them.
He also mentioned a year ago they made us an offer on some 777s as well at a much higher rate.
He also mentioned a year ago they made us an offer on some 777s as well at a much higher rate.
10-26-2015 | 03:24 AM
#5314
Gets Weekends Off
Joined: Mar 2013
Posts: 391
Likes: 1
From: Utah Chapter
I got a CJO in 2010, and was told to expect a class in early 2011 after I retired. Then in late 2010, I got the news hiring was frozen until further notice. At that point, I believe there were only ~10 of us in the pool. Initial words were that our CJOs were extended and hiring would start again in a few months, then next year, then "hopefully soon." At the 12 month point, AK told us our CJOs were expired but we had guaranteed interviews whenever hiring restarted.
I ended up re-interviewing in late 2013 and starting in 2014.
On the very plus side:
- When I was offered a follow-on assignment, I called the hiring desk to make sure the plan to start in 2011 was still on track. Hiring lead's (pre AK) words: "Take the assignment. We will take care of you." I took the follow-on and had a paycheck the next few years. Some did not.
- When the hiring freeze announcement was made, we were given some instructions (including maintaining 100h/yr) to stay viable. We also were encouraged to call or email if we had questions during the freeze. I did both several times at career decision points, got straight answers, usually directly from AK, and never was treated as if I was bugging them.
- AK sent out quarterly updates to the pool. Sometimes they were hopeful, and sometimes they essentially were, "we don't know when it will start again." Good comms are good.
- When hiring finally started, they kept their word and offered me an early interview. I didn't sweat nearly as much as I had in the previous one.
- I wasn't the plug for 3.5yrs.
- When I got on property, the follow-on effects of Delta's failure to restart hiring early enough meant rocket-ship (rocket surgeon?) seniority progression and green slip availability out the ying-yang if I wanted it. I grab one every other month or so, when it fits my schedule, but some folks my seniority and below are pulling down some very impressive W-2s.
Lessons learned:
- Communicate early and often.
- Always have a plan B, or at least enough margin to give yourself time to make a plan B.
- Just because you like the company you work for (and I do) doesn't mean you have to feel bad when their decisions work out to your advantage at their cost.
10-26-2015 | 09:51 AM
#5316
Banned
Joined: Dec 2009
Posts: 3,655
Likes: 0
From: Narrow/Left Wide/Right
Well, it depends.
I got a CJO in 2010, and was told to expect a class in early 2011 after I retired. Then in late 2010, I got the news hiring was frozen until further notice. At that point, I believe there were only ~10 of us in the pool. Initial words were that our CJOs were extended and hiring would start again in a few months, then next year, then "hopefully soon." At the 12 month point, AK told us our CJOs were expired but we had guaranteed interviews whenever hiring restarted.
I ended up re-interviewing in late 2013 and starting in 2014.
On the very plus side:
- When I was offered a follow-on assignment, I called the hiring desk to make sure the plan to start in 2011 was still on track. Hiring lead's (pre AK) words: "Take the assignment. We will take care of you." I took the follow-on and had a paycheck the next few years. Some did not.
- When the hiring freeze announcement was made, we were given some instructions (including maintaining 100h/yr) to stay viable. We also were encouraged to call or email if we had questions during the freeze. I did both several times at career decision points, got straight answers, usually directly from AK, and never was treated as if I was bugging them.
- AK sent out quarterly updates to the pool. Sometimes they were hopeful, and sometimes they essentially were, "we don't know when it will start again." Good comms are good.
- When hiring finally started, they kept their word and offered me an early interview. I didn't sweat nearly as much as I had in the previous one.
- I wasn't the plug for 3.5yrs.
- When I got on property, the follow-on effects of Delta's failure to restart hiring early enough meant rocket-ship (rocket surgeon?) seniority progression and green slip availability out the ying-yang if I wanted it. I grab one every other month or so, when it fits my schedule, but some folks my seniority and below are pulling down some very impressive W-2s.
Lessons learned:
- Communicate early and often.
- Always have a plan B, or at least enough margin to give yourself time to make a plan B.
- Just because you like the company you work for (and I do) doesn't mean you have to feel bad when their decisions work out to your advantage at their cost.
I got a CJO in 2010, and was told to expect a class in early 2011 after I retired. Then in late 2010, I got the news hiring was frozen until further notice. At that point, I believe there were only ~10 of us in the pool. Initial words were that our CJOs were extended and hiring would start again in a few months, then next year, then "hopefully soon." At the 12 month point, AK told us our CJOs were expired but we had guaranteed interviews whenever hiring restarted.
I ended up re-interviewing in late 2013 and starting in 2014.
On the very plus side:
- When I was offered a follow-on assignment, I called the hiring desk to make sure the plan to start in 2011 was still on track. Hiring lead's (pre AK) words: "Take the assignment. We will take care of you." I took the follow-on and had a paycheck the next few years. Some did not.
- When the hiring freeze announcement was made, we were given some instructions (including maintaining 100h/yr) to stay viable. We also were encouraged to call or email if we had questions during the freeze. I did both several times at career decision points, got straight answers, usually directly from AK, and never was treated as if I was bugging them.
- AK sent out quarterly updates to the pool. Sometimes they were hopeful, and sometimes they essentially were, "we don't know when it will start again." Good comms are good.
- When hiring finally started, they kept their word and offered me an early interview. I didn't sweat nearly as much as I had in the previous one.
- I wasn't the plug for 3.5yrs.
- When I got on property, the follow-on effects of Delta's failure to restart hiring early enough meant rocket-ship (rocket surgeon?) seniority progression and green slip availability out the ying-yang if I wanted it. I grab one every other month or so, when it fits my schedule, but some folks my seniority and below are pulling down some very impressive W-2s.
Lessons learned:
- Communicate early and often.
- Always have a plan B, or at least enough margin to give yourself time to make a plan B.
- Just because you like the company you work for (and I do) doesn't mean you have to feel bad when their decisions work out to your advantage at their cost.
Great post, barring some catastrophic event, the demographics suggest that hiring will continue at some pace that hopefully a pool hold will not be necessary.
The best point of this post is that no matter what, do what is best for your family with given information. The company will furlough/hire as they need people and it's not personal with them so it shouldn't be personal with the pilot towards the company.
10-26-2015 | 07:05 PM
#5317
Thread Starter
Gets Weekends Off
Joined: Nov 2010
Posts: 242
Likes: 0
From: Works too much
Just to add to the rumor mongering...
I just spoke with a Chief Pilot who said management authorized a slight overage in hiring above what is called for by Network Planning next year. Management wants to "get ahead" of the retirement wave. He didn't have a specific number...So somewhere above the 600-700 number Network Planning previously discussed.
Good news for swimmers!
I just spoke with a Chief Pilot who said management authorized a slight overage in hiring above what is called for by Network Planning next year. Management wants to "get ahead" of the retirement wave. He didn't have a specific number...So somewhere above the 600-700 number Network Planning previously discussed.
Good news for swimmers!
10-26-2015 | 07:07 PM
#5318
Gets Weekends Off
Joined: Feb 2008
Posts: 20,879
Likes: 194
10-27-2015 | 11:27 AM
#5320
Gets Weekends Off
Joined: Jun 2014
Posts: 679
Likes: 0
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