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Hiring / training

Old 09-12-2022, 05:51 PM
  #3201  
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Originally Posted by westcoastf
Can anyone tell me when I’m “competitive” I’m just about to get off of IOE at my regional and I have a 4 year degree. I don’t want to get shot down and have to wait 6 months to apply.

I heard 100-200 hours is competitive but I just wanted to know from what you guys are seeing


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“Time in the right seat at a regional” is not a criteria used to determine competitiveness. I would apply now and update often. The only time you have to wait 6 months is if you start the hiring process (ie get the email to take the assessment) and somewhere along the way you get turned down. Having an app on file that isn’t competitive won’t result in a TBNT so no 6 month wait. You just won’t get called until you’re competitive.
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Old 09-12-2022, 05:57 PM
  #3202  
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Originally Posted by Xdashdriver
That philosophy went away a while ago.
The wanting to stay part??

Seems like it's even more important now than ever? Or have they just given up on that?
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Old 09-12-2022, 06:41 PM
  #3203  
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Originally Posted by Aero1900
The wanting to stay part??

Seems like it's even more important now than ever? Or have they just given up on that?
It’s a role reversal now. Now the company needs to be convincing folks why they should stay…but first they have to convince them why the should come. Seems like that’s getting harder and harder.

Fortunately we have a great spokesperson, SC, that says, “Wouldn’t you rather go to a bad place with good people than a good place with bad people?” Nice sales pitch, SC. And yes, he’s said that MULTIPLE times when asked why people should come to F9. Painful.
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Old 09-13-2022, 04:52 AM
  #3204  
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Originally Posted by Aero1900
The wanting to stay part??

Seems like it's even more important now than ever? Or have they just given up on that?
They need to demonstrate a desire to work at Frontier and know something about the company. It's almost impossible to tell if a candidate really wants to stay or not anyway and perhaps more importantly, some who plan on moving on may very well change their minds too so the old exercise was pretty futile anyway.
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Old 09-13-2022, 01:09 PM
  #3205  
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Hiring discussion:

Roughly 1900 pilots today. Planned 4200 by 2029. We've net 190 pilots so far this year but, will need to net 330 a year to achieve that 4200 goal by 2029.

What's the plan?

Last edited by jpso; 09-13-2022 at 01:27 PM.
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Old 09-13-2022, 02:40 PM
  #3206  
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Originally Posted by jpso
Hiring discussion:

Roughly 1900 pilots today. Planned 4200 by 2029. We've net 190 pilots so far this year but, will need to net 330 a year to achieve that 4200 goal by 2029.

What's the plan?
Hope and pray the legacies slow hiring for any reason.
Use any means necessary to get people in seats. (Foreign pilots, pilot flow programs)
Plan b. Don’t grow as much as advertised.
Plan c. Sell the airline.
Plan d. After decades of struggles and 437 pilots left on property…a contract good enough to attract and keep pilots.
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Old 09-13-2022, 03:11 PM
  #3207  
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Well if the July class of 48 was the largest ever, then the August class was 58, I mean an additional 10-15+ pilots every month could get ya there. Seems like it's only recently really ramped up
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Old 09-13-2022, 07:15 PM
  #3208  
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We have a net gain of 190 pilots this year? Wow. That's better than I thought
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Old 09-13-2022, 08:22 PM
  #3209  
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Originally Posted by Aero1900
We have a net gain of 190 pilots this year? Wow. That's better than I thought
The wild thing is for those new hires who have chosen to stay since hiring restarted have moved up in seniority very very quickly. The most junior new hire from the 6/21 class is 76% overall seniority with 420ish beneath them. 53% on the FO seniority list.
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Old 09-14-2022, 09:45 AM
  #3210  
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Did alot of folks get interviews from the last Meet the Chiefs event?
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