Regardless of the new "perfect pilot" psychoanalysis that FedEx has seemed to adopt (for now...), if you are a current employee, after six months or so (not sure...), you can apply as an internal applicant. That means that your package will be looked at sooner. It does not guarantee an interview, however. For an interview, you still have to meet whatever criteria that they have set for that hour, day or month. Not saying that it varies, but there are a lot of opinions on what you need to get the call.

Good luck from a former -135 driver.

Thank You!

If you meet the min requirements you will get an interview after 1 yr as a permanent employee, if there is a posting, ie. if we are hiring. At least, that was the deal when I did it in '94/95. You can use the search function, I've posted about my experience more than a couple times.

SVTpinto..That's a good one!!!

LOL, I actually looked for SVTpinto but all I found was Cobra. I think I'm getting slow in my old age.

This.

You must have one year of continuous employment under your belt and the minimums to get the guaranteed interview here.

If you apply as a package handler now, you will also be forced to work 6 months before you can move to a different job within the department, or 1 year to transfer anywhere within the company unless the pilot job listing has a waiver and your manager is willing to sign off on it.

When I got rejected after my SWA interview (several years ago), I was crushed. Thought the world was going to end. But there's a good country song out there titled "Thank God for Unanswered Prayers." And so it was for me. "R" (retirement date) minus 4 months and nervously counting.

Kept networking, going to job fairs, then scored an interview & subsequent job offer at a smaller carrier. Second day of sim training, got the call to interview at FedEx. Finished up the sim training, then interviewed at FedEx and another major before receiving a FedEx class date.

Good luck with your next shot at SWA, but there are a LOT of other opportunities out there. And lots of us "SWA rejects" happily employed at other places. Just stay flying and keep current. And be grateful to--and do a good job for--the first civilian employer that hires you.

FedEx corporate policy is to hire from within before looking outside of the corporation. What that means is that all openings are posted so that any permanent employee of the particular operating unit is given the opportunity to apply for the opening before a non-employee is hired. Two key terms: permanent, and operating unit

It doesn't matter if the position is part-time or full-time, so long as it's permanent. Casual positions don't count. Benefits are the same for part-time and full-time, except for the weekly guarantee, and the pay you'll get for a week of vacation. If you have other obligations, you might even prefer part-time.

Operating unit -- since you want a job with FedEx Express, you would need to be an employee of the FedEx Express operating unit -- not FedEx Ground, or FedEx Custom Critical, or any other operating unit of FedEx Corporation.

Once you're a permanent employee of FedEx Express, you need to meet the requirements to transfer. (Corporate minimum is 1 year, as in 365 days. 364 won't cut it. Some jobs may have longer commitments.) Then there has to be a Job Opening posted. When I was going through the process, the Job was posted every third Thursday of the month for 1 week. I don't know what the current trend is, but it doesn't really matter because it could change in a year anyway.

Finally, and this is the part that tends to hang folks up, you have to meet the posted requirements. Most people who choose this path start off meeting the requirements, but have a hard time contintuing to meet the recent experience requirement. It's hard to hold down the permanent FedEx job, where they expect you to treat it as your primary if not only job, and continue to maintain recent flying. You may think you're working 0100-0400, but when they ask you to come in at 2230, you'll remember in the back of your mind that the manager who's asking you to do him a favor is the same guy who will be writing you a recommendation for the job you really want 9 months from now.

Being an airplane owner, you're in a much better position to fill that square.

OK, that wasn't finally. Here is finally: Finally, all this does is get you an interview. There's no guarantee you'll be hired.

You can read other threads describing in detail the new mentality in screening applicants. In years past, it was safe to say that if you were called in for an interview, the job was yours to lose. They wanted to hire you, and it was up to you to convince them otherwise. That doesn't mean everyone was hired, because there were, amazingly, folks who did a good job convincing them to not hire. But the vast majority of interviewees were hired, and that offered some comfort to putting all your eggs in this basket. Today, that mentality is a thing of the past. Now we have an ivory tower academic deciding who will make a good FedEx pilot, who will be successful at making it through the school house training iterations and cause the least amount of commotion to managers. I have no idea how Internal Hires have been treated in this new age of interviewing.

So ... short answer to your question. Taking that job will help you get an interview. God only knows if it will help you get hired.

Good benefits -- medical, dental, education, etc. -- and it will help pass the time. Good luck making the decision.






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The new CP told me no more interviews for internals who just meet the mins. All internal applicants must be competitive with the minimums currently being hired off the street. They must come out of the grinder "new process" above the cut line for just a interview. TC is correct about the corporate policy not sure what would happen if some GFTed it.

By way of explanation for those unfamiliar with the term ...

GFT stands for Guaranteed Fair Treatment, it's the system used throughout the corporation -- with the exception of the pilots, who are covered by the Collective Bargaining Agreement -- to deal with grievances brought by employees against the employer. GFT is often used as a verb to describe the action the employee will take to challenge the action of the employer as unfair or contrary to corporate policy. In a nutshell, it's an appeal to the supervisor's supervisor.

To deny an employee who meets the posted requirements to interview for the job would indeed be contrary to corporate policy. I'm not sure how the System Chief Pilot could consider himself to be above that policy. (I have an idea, but I'm going to refrain from personal comments.)

It could get real interesting.


The snag is that even if you could win a GFT, you'd still be subject to the PhD's matrix, and he probably has a negative point value for filing and winning a GFT.






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