Yeah it's tough to nail down a percentage. I know a handful who were hired within the past 12-15 months that have bailed already, and an increasing number in that demographic who are updating their apps regularly. As far as captains, most of the <5 year captains I fly with either express a desire to leave now *or* are waiting to see what happens this year with negotiations. They are under 40 and aren't stupid; the math says they'd be FAR better off going to a legacy even from the left seat.

Attrition numbers aren't all that high currently, but from what I'm seeing on the line there is a LARGE number just waiting to see what'll happen this year and are ready to leave as soon as it becomes apparent there a) won't be a TA this year or b) the TA is underwhelming.

That's tough. Some don't openly talk about it. There are many that say they are happy and some that aren't. I can tell you that a vast majority are not happy with management and what they are pulling. Personally, I have yet to fly with a CA that has said they plan or are actively trying to leave (again, doesn't mean it's not happening). I hear of FO's leaving or are trying to leave often. A CBA is needed ASAP!

Just wait until the summer months with the reserve grids always being in the red... Pilots are gonna be exhausted.

The retirements are mind-blowing. We are compensated about 30-40% less than our peers when you consider apples to apples.

However, adjust that comparison for movement and that percentage goes up astronomically. Consider a second year FO here ($85/hr) vs second year line-holding MD88 captain at DL ($229). Not feeling the fast track to the left seat? Wait until year 4 and hold 737 captain out west ($249) or take it easy in the right seat of a 777 for $200/hr. :eek:

Those #'s are staggering! :eek:

This^

It's easy to talk about leaving, the difficult part is getting a call. It has only gotten tougher lately with the Legacies putting a heavy emphasis and commitment on flow programs and pref interviews.

I think the point is we shouldn't have to even talk about leaving, much less put time and energy into the effort. If they treated pilots with respect, compensated them properly and showed more competence in operating an airline this wouldn't even be a discussion.

Those numbers are great, but at the very least, can we hire enough schedulers so we don't have to wait on hold for hours trying to get a hotel room at 4 am. I'd be happy if we just started there. Baby steps. Complete and utter embarrassment of an operation.

You'll be in tears at Delta then. IROP and you're lost in the abyss that is Crew Tracking and Recovery.

No doubt your comparable compensation needs to be better, but B6 is just as bad as everyone else.

Yet these same legacies are hiring more folks than those avenues can provide and will be for the foreseeable future. The flows and preferential interviews are recruitment tools to keep their regionals staffed. There are definitely non military folks getting hired at AA off the street and word is that Only 1/3 of the folks getting preferential interviews at DAL are getting a Job offer. The CPP folks at United Express carriers get snagged by the hogan all of the time.

Don't invent additional barriers to dissuade yourself from applying. If you meet the minimum requirments throw in an application and start working on ways to improve it as you get more serious about leaving.

I can't recommend JetBlue at this time
 

And there it is. Another giant disappointment for a system bid.

25 total upgrades.

At this rate you can expect upgrade in about 15 years.


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