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09-12-2022, 05:51 PM

#3201

Xdashdriver

Gets Weekends Off

Joined APC: Oct 2013

Posts: 1,666

Quote:

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.

09-12-2022, 05:57 PM

#3202

Aero1900

Gets Weekends Off

Joined APC: Nov 2012

Position: 1900D CA

Posts: 3,394

Quote:

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?

09-12-2022, 06:41 PM

#3203

PositiveRate20

Gets Weekends Off

Joined APC: Aug 2021

Posts: 313

Quote:

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.

09-13-2022, 04:52 AM

#3204

Xdashdriver

Gets Weekends Off

Joined APC: Oct 2013

Posts: 1,666

Quote:

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.

09-13-2022, 01:09 PM

#3205

jpso

Lives in Base

Joined APC: Mar 2011

Posts: 399

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.

09-13-2022, 02:40 PM

#3206

JoeFever1

Gets Weekends Off

Joined APC: Nov 2019

Posts: 630

Quote:

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.

09-13-2022, 03:11 PM

#3207

Beehan

Line Holder

Joined APC: Apr 2018

Posts: 61

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

09-13-2022, 07:15 PM

#3208

Aero1900

Gets Weekends Off

Joined APC: Nov 2012

Position: 1900D CA

Posts: 3,394

We have a net gain of 190 pilots this year? Wow. That's better than I thought

09-13-2022, 08:22 PM

#3209

Stayontarget

Almost there

Joined APC: Apr 2021

Posts: 1,093

Quote:

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.