Piedmont Living in Dallas
10-26-2017 | 05:15 AM
#31
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From: Professional Eugoogoolizer at the Derek Zoolander Center For Kids Who Can’t Read Good
Call your PDT recruiter and please let them know your choosing MESA over piedmont because of the piedmont schedules... if you did that you will have about 400 brand new best friends.
10-26-2017 | 06:24 AM
#32
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Joined: Oct 2016
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10-26-2017 | 07:44 AM
#34
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Joined: Oct 2015
Posts: 3,195
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From: Gear slinger
I reached out to the head honcho to inquire and ask for advice in order to be more competitive/marketable in the future. No response.
I am going to Mesa, as I said family is first for me. Several of the negatives there will hopefully not be a factor for me because of the support I have at home. Also, as it was pointed out, everyone is hiring so if it doesn't work out I can keep applying and my resume will have a bit more to display, an ATP, a type and previous 121 time.
I know what everyone says about Mesa, I am positive person-I can handle it. My wife cannot handle me living in PHL or being home for 30 hours every 4 days.
Thanks to everyone, I guess I will go join the Mesa forum now, lol[/QUOTE]
^This. Recruiters usually track this kind of stuff and pass that info around at HQ.
10-26-2017 | 08:22 AM
#35
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Joined: Dec 2015
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From: Professional Eugoogoolizer at the Derek Zoolander Center For Kids Who Can’t Read Good
I can't imagine what the current talent acquisition cost is for pilots right now. PDT has a large recruiting staff right now, a cadet program, RTP program, plus initial bonus program. Many road shows by recruiters, college visits and such. I can imagine each new acquisition is well over 100k, ofcourse none of us are privy to those numbers. Ofcourse there is a talent lifecycle number that they are spreading over 5 years to spread the number out to justify the number.
To put that in perspective, senior manager in a business, director level 150k yearly salary with 100k yearly bonus is approximately 100k. Talent lifecycle is approximately 3 to 5 years.
To spend that money to lose quality candidates to MESA or others due to our terrible schedules has to burn management's bum.
To put that in perspective, senior manager in a business, director level 150k yearly salary with 100k yearly bonus is approximately 100k. Talent lifecycle is approximately 3 to 5 years.
To spend that money to lose quality candidates to MESA or others due to our terrible schedules has to burn management's bum.
Last edited by MKUltra; 10-26-2017 at 08:50 AM.
10-26-2017 | 02:09 PM
#36
New Hire
Joined: Oct 2016
Posts: 616
Likes: 0
I can't imagine what the current talent acquisition cost is for pilots right now. PDT has a large recruiting staff right now, a cadet program, RTP program, plus initial bonus program. Many road shows by recruiters, college visits and such. I can imagine each new acquisition is well over 100k, ofcourse none of us are privy to those numbers. Ofcourse there is a talent lifecycle number that they are spreading over 5 years to spread the number out to justify the number.
To put that in perspective, senior manager in a business, director level 150k yearly salary with 100k yearly bonus is approximately 100k. Talent lifecycle is approximately 3 to 5 years.
To spend that money to lose quality candidates to MESA or others due to our terrible schedules has to burn management's bum.
To put that in perspective, senior manager in a business, director level 150k yearly salary with 100k yearly bonus is approximately 100k. Talent lifecycle is approximately 3 to 5 years.
To spend that money to lose quality candidates to MESA or others due to our terrible schedules has to burn management's bum.
10-26-2017 | 03:48 PM
#37
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Joined: Dec 2015
Posts: 1,191
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From: Professional Eugoogoolizer at the Derek Zoolander Center For Kids Who Can’t Read Good
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