Thanks for the heads up. No TPIC here regional FO with a class date at another "major" non Legacy carrier... But hopeful in the long term. FAA letter of recommendation, no internals and actively serving in the USAR (non-flying). We'll see...

Good Luck!

Then how do I have two friends with under 1900 already flying the line???

The questionnaire section of the application has changed from 13 to 7 questions.

How did the interview go?

How much value is placed on internal recommendations in the application? Does someone literally put eyes on each application or is there a software program that initially tallies a score?

FWIW, I was told that a recommendation was only a square filler for the initial invite, but counted later in the process.

Disclaimer, I have 2 internal recs and am waiting patiently for an invite.

AA internal hiring page updated last week...

How time flies.

Since our application window opened on Oct. 1, 2013, we’ve collected more than 16,000 pilot applications – and we’ve now completed two years of hiring.

Over that time, we’ve learned some things and we’ve refined our process to make sure we hire not only the most technically skilled pilots, but also pilots that “fit” with and within the American Airlines culture. A lot of time and energy has gone into the development of our pilot recruitment process. You’ll see that technology plays a big role in the initial stages; however, since you are the ones that will fly with these people, we have a group of American pilots that interview the applicants that make it to the final stages of the hiring process, and they have a major voice in the hiring decision.

I’m sure that many of you know pilots interested in applying, so this Recruitment page includes the specifics on the interview process, information about the pilot selection process, instructions on how you can submit references/recommendation letters, and answers to a few common questions.

Now that we’ve got two years of hiring under our belt, I’d like to share some of the hiring differences between the years. View the 2014-2015 Hiring Stats Infographic.

As you can see, flow through agreements and reinstating our recalled pilots are becoming more prevalent in our hiring.

Flow Agreements

For every 500 pilot training slots, 250 or 50 percent are allocated for Envoy flows
For every 500 pilot training slots, 84 slots belong to both Piedmont and PSA
The remaining slots are reserved for recalls and new hires

In 2015, we placed more than 160 recalled pilots on payroll

So, what other factors impact our new hire statistics?

Previous deferrals remain eligible to return to payroll as long as they informed the company as of May 6, 2016

Currently, there are about 900 remaining pilots in a deferral status
A pilot on deferral only needs to give the company a 30-day notice to return to active status.

As we continue to grow, our plan is to bring on more than 1,500 new hire pilots by the end of 2017. It’s exciting bringing on new pilots, and their enthusiasm is contagious. You can feel that enthusiasm whether you’re walking the halls of the Flight Academy or sitting next to them in the cockpit. For all of us it means movement and more opportunity, which is great news for us all.

Captain Kimball Stone

Thanks for the update. Competition is tough for OTS folks.

There are 18-20 guys with CJOs going back to Oct, Jan, and first Feb group of 2014. Around 20-25 who interviewed in Feb & March of 2015 and are still waiting for the results. Supposedly a bunch of guys have done the video interview and are waiting for their results as well.