Your question should be ‘with this experience, could I secure an interview’
likely ‘yes’.
apply; there’s plenary of good info on this forum about the process.
good luck..
//PL

 

I was hired with only my ATP/CTP course and written complete - and Less than 100 multi. I completed my ATP with Type Rating during training. There was another person in my class that did the same thing. Neither one of us came from a cadet program.

Veteran (didn’t fly while I was in) dual rated with more aviation management experience than anything else and 1800 TT when I was hired. So it’s possible.

 

Thanks for the positivity! I'll be there and I appreciate your advice

 

I’m surprised that they hired you without the ATP. I talked with a F9 recruiter about a month ago who told me an ATP is still required. Thanks for the data point!

 

I also know someone who didnt have their ATP. But had like 600 turbine in a corporate jet. Got hired.

 

50 in class today. Planned or 5-10 short?

 

30 for attrition, 20 positive, sounds like 10-12 upgrades for May?

 

Need to do a little better than that for incoming orders. But that’s also good for us. I predict they can’t fill classes by the fall.

 

Does anyone know or has anyone calculated how many we actually need to net each month/year to keep up with orders? The reason I ask is that I was told by someone with an office-type position within the training department that we are netting 25 to 30 per month after attrition and that upper management is satisfied that this is adequate. Just trying to assemble the puzzle pieces in hopes of a more accurate picture.

 

Yes. Our delivery schedule puts us around 145 aircraft at the end of 2023. Airbus has been running behind so it is unlikely we will get to that number. But let’s assume they catch up and all orders are on time. If you go with 15.5 pilots per AC we will need 2250. 16 we need 2320. With the new class we should be right at 2000. So the current level of attrition is acceptable although cutting it close. But as we hire more the attrition total will pick up simply based on percentages. When you start to count other airlines getting contracts or similar base options as United just announced that will throw more inconsistency into the current hiring/retention rate formula.

I’ve tracked it as detailed as I can and our average attrition has been 20 per month since June based on Flica data. They are clearly trying to slow the attrition by paying for hotels, first year raises, and now the bonus. Time will tell if they can get away with their games or if something much more drastic is needed. Personally I think something more drastic is required as one member posted that the average seniority of attrition is 2.4 years. That means it’s more than first year pay that is the issue. It’s the total compensation package with a large helping of QOL and treating people with respect.

Hopefully the current lessons of Spirit and now SW are being noted. Whenever you gamble you eventually lose and right now team green is gambling.