Industry leading pay
Retention bonuses
Call for increase flow (40 a month)
All we need now is the options and this place once again becomes one of the top regionals for new hires.

Yes QOL issues still need work, but this is a change in the right direction. 40 a month is big for movement because I can guarantee you that other will still be leaving to other airlines. If an FO gets a call to UAL or DAL they aren't going to wait for the flow and by pass the money. So even if 50 a month are leaving that is movement which in turn means faster upgrades.

Who else is guarantee to be losing 40+ a month on top of the seniority list? Even if you don't believe in the flow you can work here make top money and have the flow in your back pocket while applying at the other majors. If you go to another regional like Skywest you are taking yourself out of the running for American since only 7% of all new hires are off the street, I am no math major but those aren't good odds in your favor.

 

There's still one rather large recruitment hurdle, only 2 base options.....
Congrats on the raises though!

 

so you are going to say who is after more money or who deserves more money. first this RW letter says nothing about QOL issues, its all about money. So everyone should get more money.

lets take the other side, why would the company want to pay more money to a pilot flowing to aa, they are staying to flow to aa, they will get better benefits at aa, they will get better pay at aa, they will get better retirement at aa. So why again is RW letter limiting captain bonuses to captain's flowing to aa only?

Oh lets not forget all I stated at the beginning was why are certain captains being eliminated from bonus money, never said anything about the rest, I only responded to others self serving skew.

 

Looking at the numbers, I wonder how on earth the training department can cope with these events. You are looking at 40 captains a month flowing to AA, needing another 40 in upgrade training, and an additional 40 new hires. On top of that, there is predicted growth, so Envoy needs to be able to crank 60 new hires a month through the schoolhouse. How are they going to do it? Don't get me wrong, I am excited to be a part of it, but it seems like Envoy is at a point where they need to buy their own 175 sims in order to keep pace. There's no way that they can train the people on an efficient timeline with the way things are now. Guys who started on 8/15 were sent home after indoc until 10/31. Once they finish systems they will have another month wait for the box in STL. They won't start IOE until late December.

 

PSA did it for a year. 26 classes of 30+. If they can do it, Envoy can do it.

 

We used to have classes of 30-40 so 60-80 a month about 5 years sgo. I can easily be done. And there will be a difference between 145, 700 and 175 training. 175 may back up but others will fly through

 

800 over 18 years. Thats 44 a year or 3.7 a month... Nothing to be proud of...[/QUOTE]



Yeah, lest totally include the time there was zero flow, no hiring at AA and letter 3 expired.

 

So any word on what the pay is?

 

I wouldn't get excited until they actually post the pay rates and bonus structure.

 

They are paying people to hang around and work, not leave. A bonus to someone that isn't flowing is wasted money and could go to those guys who want to hang out and flow. It makes perfect sense.