You guys do know that it isn't very smart of you to be suggesting our guys leave and go elsewhere. Their replacements are going to be YOUR first officers, not mine. But hey whatever floats your boat.

 

So what's your point here? Are you saying future hires will be less qualified and we should be worried about having them as an F/O?
Just wondering.

 

If Delta hires them, no worries, they are the best pilots in the world.

 

Ha. Obviously the cream will quickly be skimmed in the near term. Sadly much of that cream is likely to go elsewhere. Still, I have to commute in the JS (SKW) and many of them who seem to be well qualified and from my observations run a very professional cockpit have apps In with DAL and are hearing nothing. This probably wont last more than a couple years at current hiring levels.

 

According to the APC brain trust, yes.

And in your next post, you said this:

 

As someone who left AMR for DAL, I can assure you my QOL and paycheck are significantly better here at DAL. I can already hold WB FO (and NB captain), neither of which would be an option at AMR.

Not saying we are the end all, be all...just sharing my experience. A lot in the recent NN is a no for me. Actually, because I was at AMR, which had "TDYs" (like Virtual Basing) I am an absolute NO, on that alone.

 

This thread is hilarious, as many UPS pilots in the 8-15 year longevity range tell newhires they should apply to Delta.

Grass ain't greener...or, I guess it just depends on your perspective.

 

For the last few years as a Delta pilot, I've been standing in green grass. I've appreciated just how nice the grass was on my side of the fence. While I've been standing in my lawn admiring the grass with the other 13,000 pilots, our neighbors at United, American and UPS have been watering and fertilizing. Their grass looks pretty good now. I applaud their accomplishments and would recommend that anyone applying to an airline today closely investigate the green grass throughout the neighborhood.

The thing about UPS pilots is they know management views them as overpaid truck drivers that are a cost to be minimized. There is no secret they are viewed as blue (brown) collar hourly wage employees. They happen to have a skill set that demands a high hourly wage and have negotiated that wage.

The fallacy at Delta is that we are "leaders" and "integral to the operation" and offered the occasional pat on the back for a good dead. The reality is we are a cost that should be minimized. Our current CEO lost so much sleep in fact, he had to buy a better vacation condo just to recover from not stealing enough in bankruptcy. Pilots are told one thing in public, but management actions are counter to what is said. Many are fed up with not delivering what was promised (Steve Dickson's "industry leading contract" comes to mind).

The grass is still green, mostly due to the regular warm yellow rain offered by management. I know it can be much greener if we recognize the pile of BS we're staring at and bury it under the lawn. 65% of us bought umbrellas and shovels last year.

 

Personally I'm not too worried about the quality of new hires in the near term. That's a management problem and a matter of pure economics. If a new hire no shows or chooses to go to another major that may be a better fit after being hired by DAL, good on them.

 

Nice one!........