Originally Posted by WhiteMorpheus

Read my post again. 3-year advantage for PDT new-hire, worst case. For flow + 50%-of-flow outside attrition it's just under a 2-year advantage PDT. Also, PDT has flow language that increases their flow as their total pilot group increases. I expect we'll be seeing another bump in flow as our group approaches the size of Envoy, but for now I'll just calculate based on what is current.

Even though a 2014 hire will see a 5-year flow doesn't correlate to that for a new hire. We've basically doubled our pilot group since then. As a Summer 2017 hire, I anticipate 7-8 years to flow. Each year worth of full classes increases the new-hire flow date by 39 months at the flow + 100%-of-flow outside attrition rate (20/month attrition rate vs 30/two-week hiring).

Flow's a great fail-safe, but taking additional steps to move up quicker makes perfect sense. While an earlier jump to a Major is better, even if you get there by 2021/2022 it puts you in a great position to move up quickly (like, group 2 CPT by 2029).

Originally Posted by chrisreedrules

Worth considering is that PSA has much higher outside attrition than both Piedmont and Envoy.

Originally Posted by Milksheikh

I agree that's why I said worst case scenario, you're right. Back when PSA first got their flow it was projected to be 20 years and they even had a recruiter complain to parker about how it will hurt recruiting. Now look where they are. I also like how piedmont is increasing their flow as they hit staffing numbers as opposed to envoy whose flow will be decreasing as time goes on. Plus they are hiring like mad further prolonging their near decade flow.



Thats also something to definitely consider. Flow plus people leaving to go elsewhere moves your flow date up sooner than projected and puts you senior quicker. Talking numbers psa probably has the most outside attrition but I'm curious to how it compares to piedmont percentage-wise.

Originally Posted by DoNoHarm

The problem is that PDT is struggling to grow, and barely treading water when it comes to staffing. Plus, they have to transition half of their pilot group from the prop to the jet. All while losing their instructors and senior pilots every month. Their struggles are real and far reaching.

Originally Posted by chrisreedrules

And go take a gander over at the Envoy forum... Apparently Envoy is halting its hiring of FOs for the moment. They are trying to attract more CA-qualified “high value aviators”. Reminds me of what PSA did here a couple years ago that led to a year of stagnation. Doesn’t bode well.

Originally Posted by Pedro4President

Well, you are usually full of useful information, but you are way off the mark. You read on a forum that an unknown person's friend told him to reapply in 30 days because they weren't hiring. OK. The more likely scenario is the guy didn't get hired and was told to reapply at a later time and was just embarrassed to tell his friend the truth.

Also, what is attrition like at PSA? I think we are about 3-5 per month with CAs and more than double that number when looking at FOs.

Originally Posted by Pedro4President

Also, what is attrition like at PSA? I think we are about 3-5 per month with CAs and more than double that number when looking at FOs.

Originally Posted by Pedro4President

Also, what is attrition like at PSA? I think we are about 3-5 per month with CAs and more than double that number when looking at FOs.