How many pilots have resigned? Better yet, how many have left AMR or UAL or FEDEX to come here? I have the number.

Well aren't you special. Instead of teasing why don't you post the stats????

I don't know about you, but I'm hanging in suspenders....:eek::D

From flt ops:
As for new hire resignations generally, seven of the 446 pilots hired so far in 2016 have resigned (less than 2%). This rate is extremely low and is consistent with the rate we have seen over the past few years.

Thanks, but you're wrong. Anyway, help these new hires out. ALPA normally feels they're an extension of management. Maybe an assessment.

I am not wrong, simply quoted a flight ops pilot letter. However their info is very easy to check. Check up on them and report back how big a lie they are telling!

I agree with most of what your post stated, except this. Why would you afford one iota of negotiating capital to accompany want/need/problem?

My source is deep within Flight Operations, a deep throat so to speak. Crew resources thought enough of the number to mention it, so I'll let that speak for it's self. Cheers.

While on property new hires leaving and training "no shows" is a somewhat emotional issue for those in recruitment, I think both numbers are still pretty low. Even a few gets someone's attention of course, but I'd bet for every new hire that bails for UAL, AA or wherever, its almost always because of bases and for every one we lose we get one from them.

The real metric to watch is one that isn't nearly as easy to measure, and one that we will likely never see the data on in the first place. Its the number of candidates in the "tiers" they value on air apps that either don't take an interview (because they're already hired somewhere else etc) or who interview and get the offer but politely decline well in advance of class (so not a "no show"). For example they will eventually run out of Summa Cum Laude graduates and have to dip in to the Magna Cum Laude pool. What a dark and scary day that will be. :cool:

They will always be able to fill classes. But they've been used to getting everything they want in every applicant they pick. Those days will come to an end and they will have to "lower their standards" for lack of a better term. That will help drive some positive changes, and for others I'm willing to "spend negotiating capital" to make it better for new hires as well. But not as part of a side letter to fix something for the company.

Tell your source he has bad info. It took me 3 minutes just now to verify the companies numbers as anyone with touching brain cells can do. Of course I guess the company could be inserting fictitious numbers into the seniority list to make their numbers correct. They might even be holding those numbers for their sons and daughters years down the road. They will fly them in for the interview in black helicopters!