Mesa 3.0
11-07-2016, 12:24 PM
#1621
Gets Weekends Off
Joined APC: Feb 2015
Position: Ball Turret Gunner
Posts: 297
Originally Posted by deltajuliet
About that... The last $5,000 requires the referral pilot to be here three years, and for you to still be here. Unless there's a catastrophic economic downturn, with looming retirements most of the current seniority list won't be here come 2019. Additionally, it's conspicuously only for now through January. To me that's fairly obvious they're just trying to staff summer flying in 2017.
To them I say: good luck.
To them I say: good luck.
11-07-2016, 12:25 PM
#1622
Gets Weekends Off
Joined APC: Sep 2011
Posts: 688
OMG, I think I threw up in my mouth reading this top part. Really getting tired of him blaming the 1200 hour rule for all our woes.
Dear Fellow Employees,
As I’m sure you know, Mesa has doubled in size over the past three years and we are currently in discussions with our partners for even more growth. As a result, we continue to aggressively recruit new people; including pilots, mechanics, flight attendants, dispatchers and other support staff.
Right now, primarily as a result of ill-conceived and entirely unscientific new federal regulations (opposed by everyone from check airmen to the RAA), the current “supply” of pilots has been reduced significantly. Those coming out of reputable four-year degree programs, like many of you did, are now forced to spend tens of thousands of dollars, fly overseas, haul banners, or flight instruct to build time to become “qualified.” This limited pool of pilots means we have to be targeted in our recruitment strategy. While it is our hope that eventually the regulations are changed and safety, rather than politics, determines policy, there can be no assurances that we will see that happen any time soon.
Some regional carriers are struggling to live up to their contractual obligations with partner airlines, win new business because of high costs, or figure out what to do with hundreds of 50-seat aircraft coming off contract over the next few years. Fortunately, Mesa has been able to successfully navigate through this very difficult period. Things have been different here. Mesa continues to staff classes, win business and grow.
Pilots who do their homework understand that Mesa is the regional airline best positioned to provide short-term AND long-term opportunities and income.
In 2015, Mesa began an employee pilot referral program, giving us the opportunity to put money in the pockets of our employees – people who have already made a commitment to our company and who are working here day in and day out to do the best job possible. In less than one year, more than 350 pilots were referred by Mesa employees.
We all benefit from qualified pilot referrals, not just with continued growth and job security, but now, with even more cash money in the bank!
The pilot referral program and other innovative employee initiatives have been a huge success. So successful, in fact, that we have chosen to increase the potential employee referral bonus to $20,000.00 for Mesa employees who refer qualified pilots.
Dear Fellow Employees,
As I’m sure you know, Mesa has doubled in size over the past three years and we are currently in discussions with our partners for even more growth. As a result, we continue to aggressively recruit new people; including pilots, mechanics, flight attendants, dispatchers and other support staff.
Right now, primarily as a result of ill-conceived and entirely unscientific new federal regulations (opposed by everyone from check airmen to the RAA), the current “supply” of pilots has been reduced significantly. Those coming out of reputable four-year degree programs, like many of you did, are now forced to spend tens of thousands of dollars, fly overseas, haul banners, or flight instruct to build time to become “qualified.” This limited pool of pilots means we have to be targeted in our recruitment strategy. While it is our hope that eventually the regulations are changed and safety, rather than politics, determines policy, there can be no assurances that we will see that happen any time soon.
Some regional carriers are struggling to live up to their contractual obligations with partner airlines, win new business because of high costs, or figure out what to do with hundreds of 50-seat aircraft coming off contract over the next few years. Fortunately, Mesa has been able to successfully navigate through this very difficult period. Things have been different here. Mesa continues to staff classes, win business and grow.
Pilots who do their homework understand that Mesa is the regional airline best positioned to provide short-term AND long-term opportunities and income.
In 2015, Mesa began an employee pilot referral program, giving us the opportunity to put money in the pockets of our employees – people who have already made a commitment to our company and who are working here day in and day out to do the best job possible. In less than one year, more than 350 pilots were referred by Mesa employees.
We all benefit from qualified pilot referrals, not just with continued growth and job security, but now, with even more cash money in the bank!
The pilot referral program and other innovative employee initiatives have been a huge success. So successful, in fact, that we have chosen to increase the potential employee referral bonus to $20,000.00 for Mesa employees who refer qualified pilots.
11-07-2016, 12:26 PM
#1623
Gets Weekends Off
Joined APC: Feb 2015
Position: Ball Turret Gunner
Posts: 297
Originally Posted by stbloc
What are the numbers of new hires recently. Are they getting new recruits?
11-07-2016, 01:23 PM
#1626
Gets Weekends Off
Joined APC: Dec 2013
Posts: 1,602
Originally Posted by deltajuliet
It's been a little while since the seniority list was updated, but 18 new hires for September and August each. Slightly less than attrition.
New hires are getting orals now so I assume a ground school just finished.
11-08-2016, 09:01 AM
#1629
Gets Weekends Off
Joined APC: Feb 2014
Posts: 137
Originally Posted by Sennant
OMG, I think I threw up in my mouth reading this top part. Really getting tired of him blaming the 1200 hour rule for all our woes.
Dear Fellow Employees,
As I’m sure you know, Mesa has doubled in size over the past three years and we are currently in discussions with our partners for even more growth. As a result, we continue to aggressively recruit new people; including pilots, mechanics, flight attendants, dispatchers and other support staff.
Right now, primarily as a result of ill-conceived and entirely unscientific new federal regulations (opposed by everyone from check airmen to the RAA), the current “supply” of pilots has been reduced significantly. Those coming out of reputable four-year degree programs, like many of you did, are now forced to spend tens of thousands of dollars, fly overseas, haul banners, or flight instruct to build time to become “qualified.” This limited pool of pilots means we have to be targeted in our recruitment strategy. While it is our hope that eventually the regulations are changed and safety, rather than politics, determines policy, there can be no assurances that we will see that happen any time soon.
Some regional carriers are struggling to live up to their contractual obligations with partner airlines, win new business because of high costs, or figure out what to do with hundreds of 50-seat aircraft coming off contract over the next few years. Fortunately, Mesa has been able to successfully navigate through this very difficult period. Things have been different here. Mesa continues to staff classes, win business and grow.
Pilots who do their homework understand that Mesa is the regional airline best positioned to provide short-term AND long-term opportunities and income.
In 2015, Mesa began an employee pilot referral program, giving us the opportunity to put money in the pockets of our employees – people who have already made a commitment to our company and who are working here day in and day out to do the best job possible. In less than one year, more than 350 pilots were referred by Mesa employees.
We all benefit from qualified pilot referrals, not just with continued growth and job security, but now, with even more cash money in the bank!
The pilot referral program and other innovative employee initiatives have been a huge success. So successful, in fact, that we have chosen to increase the potential employee referral bonus to $20,000.00 for Mesa employees who refer qualified pilots.
Dear Fellow Employees,
As I’m sure you know, Mesa has doubled in size over the past three years and we are currently in discussions with our partners for even more growth. As a result, we continue to aggressively recruit new people; including pilots, mechanics, flight attendants, dispatchers and other support staff.
Right now, primarily as a result of ill-conceived and entirely unscientific new federal regulations (opposed by everyone from check airmen to the RAA), the current “supply” of pilots has been reduced significantly. Those coming out of reputable four-year degree programs, like many of you did, are now forced to spend tens of thousands of dollars, fly overseas, haul banners, or flight instruct to build time to become “qualified.” This limited pool of pilots means we have to be targeted in our recruitment strategy. While it is our hope that eventually the regulations are changed and safety, rather than politics, determines policy, there can be no assurances that we will see that happen any time soon.
Some regional carriers are struggling to live up to their contractual obligations with partner airlines, win new business because of high costs, or figure out what to do with hundreds of 50-seat aircraft coming off contract over the next few years. Fortunately, Mesa has been able to successfully navigate through this very difficult period. Things have been different here. Mesa continues to staff classes, win business and grow.
Pilots who do their homework understand that Mesa is the regional airline best positioned to provide short-term AND long-term opportunities and income.
In 2015, Mesa began an employee pilot referral program, giving us the opportunity to put money in the pockets of our employees – people who have already made a commitment to our company and who are working here day in and day out to do the best job possible. In less than one year, more than 350 pilots were referred by Mesa employees.
We all benefit from qualified pilot referrals, not just with continued growth and job security, but now, with even more cash money in the bank!
The pilot referral program and other innovative employee initiatives have been a huge success. So successful, in fact, that we have chosen to increase the potential employee referral bonus to $20,000.00 for Mesa employees who refer qualified pilots.
11-08-2016, 12:24 PM
#1630
Line Holder
Joined APC: Oct 2016
Posts: 88
Even if you live across the street from a mesa crew base, stay away from this place.
Originally Posted by Britany757
After being doing some research on various regional airlines, if someone can give me a good brief summary on how things are at Mesa and what can a new hire expect. I have not made a decision yet but if i do come, i would prefer the CRJ fleet for a IAD base as I am on the east coast. How easy or hard is it to get crj iad out of training. How long is reserve, how is the interview process, training environment and whom can we contact to get a interview setup. Anything anyone can provide with HONESTY as we all know no airline is perfect , but its what we can get out of it for the future. If someone can post or PM me with the info. Thank you.
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