Originally Posted by JayBee (Post 2034358)

NO doubt the pay makes it better but still eventually... I think morale will dwindle, the grind wears anyone down eventually.

Do you include crashpads in your commuting expense ? more curious than anything, not trying to take what you say and turn around and argue about it, just saying.

i mean would it really be worth it to someone 2nd year somewhere else, a lot closer to upgrade to go back to bottom of the seniority list just for some measly bucks ? we all want money for working but money isn't everything.

Originally Posted by TalkTurkey (Post 2034432)

The main attribute which perpetuates low morale here at Endeavor is the arbitrary nature in which Delta hires or rejects many of its SSP candidates. I personally know of a CA who vehemently detests the idea of providing customer service podium announcements in furtherance of Delta's agenda, for example.

Originally Posted by LargeMarge (Post 2034521)

I'll second this. I recently left 9E after 10.5 years. I was rejected by DL despite an unblemished hr and training record. The thing that got me was the insistence afterwards to project myself as Delta. Beforehand I would go above and beyond, afterwards I worked just hard enough not to get fired.

Originally Posted by ShyGuy (Post 2034576)

That sucks :( but glad you are moving onto greener pastures.

Originally Posted by LargeMarge (Post 2034521)

I'll second this. I recently left 9E after 10.5 years. I was rejected by DL despite an unblemished hr and training record. The thing that got me was the insistence afterwards to project myself as Delta. Beforehand I would go above and beyond, afterwards I worked just hard enough not to get fired.

Originally Posted by TalkTurkey (Post 2034637)

Believe me when I say that I understand the sentiment. It's borderline pompous and absolutely an insult. I have my interview coming up and I seriously am thinking about no-showing and just seeking employment elsewhere. After all, aren't retirements and the likes supposed to tilt the feed to our favor?

Originally Posted by FlyinFool (Post 2034639)

definitely don't do this. All you would be achieving is potentially making another pilot from this group either have a harder shot, or a longer wait. I only say this because it would push somebody else's interview back a month and would also justify some of the Delta hirings attitudes towards our group.
Meanwhile you're not sticking it to anyone, yet you are burning a bridge. It may feel good to you no-show the interview, and I understand and sympathize with that, but really it would be nothing but a selfish act that hurts the wrong people.


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Originally Posted by Avroman (Post 2034143)

I'd love to know why Delta is paying such a premium to keep 60% of Endeavor from becoming a pilot at Delta.....They could have invited most of that group into Delta rather than keep them stuck at Endeavor and saved a LOT of money creating movement over paying bonuses...

Originally Posted by Captainobvious (Post 2034925)

Quote:
Originally Posted by higney85 http://www.airlinepilotforums.com/im...s/viewpost.gif
I'll just put a blunt statement out there.

I have seen current day "endeavor" over the last decade. Through mergers, leading contract, bankruptcy, bad contract, chopping block, street captains, decade upgrades. Right now, things are good and designed to be even better. In taking a "birds eye" view, if I was wanting to get into the 121 business for a career in the airlines, it would be an easy decision for endeavor. My ticket out is punched and working with new hires in the sims, but when I hear the logic of the new hires, I can't help but agree with them.

The airline business is only consistent in 1 metric, things work up, then fall apart, just to be rebuilt. Based on who owns us, what is here, what is available, and a long term viewpoint, endeavor wins. Plus, they pay the most.

Call it opinion, but run the numbers. Upgrades are happening quickly, more planes arriving, folks are leaving to DL, and new hires are given a path to DL. That's where the industry is going, although some are slow on the uptake. Others understand it, but are in contracts that are cost prohibitive to attract talent. DL owns endeavor and is paying to play for seamless operation from a regional to DL mainline.

DL wants us to hire 60/mo, and are paying so, with movement as the new bonus. Upgrade will be under 3 years, 2ish years if you are willing to go anywhere for upgrade. 6 months ago, I was a downgraded 900 FO by seniority. Now I'd be a 900 line holder of I was bidding. Working in training is a different, yet a fun and challenging, animal.

It should be a simple decision, yet folks want to use the idea of "what if" instead of "this is happening". Take what is going on at face value, look at where you want to go, and look at what is available. It's not a sales pitch, just run the Numbers.




I couldn't agree more Avroman. I agree with Higney EXCEPT for the path to Delta. Denying nearly half of our applicants on the delta guaranteed interview, or SSP (Same thing but different tags) is a major discouragement and a slap in the face to our employees here at Endeavor. Maybe I'm a little bias since they told me "no" at my guaranteed interview, but I'd figure after 6 month of preparing for the interview (including 2 interview prep seminars), a spotless record including no training or Check ride failures EVER, training department and safety department experience, an excellent attendance records, and a positive attitude, etc. I was very disheartened and surprised. Now they say I need represent Delta at its finest, right after they denied me a job as a Delta pilot. Well, I'll do my best just because I'm not the kind of guy to do a **** poor job because I'm upset, But I do feel as though I've been slapped in the face and rejected from the company I've worked so hard for over 8 years now. Sometimes I just want to more on to another company. It's horrible being totally rejected by the company you work for and been loyal to even in the hardest of times.