The first question I was asked was have you ever been fired by any company in your entire life. Including that time flipping burgers at 16. It’s designed to throw you off.

The next thing they really spent time on was finding any checkride failures. If you have zero, they make sure to find every checkride on your original logbook and make sure you are telling the truth, along with checking every endorsement you have had to again, make sure you are telling the truth. After that it’s just a verification of your times to make sure everything roughly adds up with a bit of story time about memorable flights or type ratings. I had 9 including two done in the airplane so lots of questions on them.

That’s part 1 of 3. The scenario based question is the 2nd and then HR based interview with a captain is the 3rd.

You can’t be picky after the fact. They lowered minimums in ‘22 because they couldn’t get people to show up to interviews/class. Is it the pilots fault they were offered an interview and CJO by the company? They got asked the same ?’s we all did, went through the same background check, etc.

Is it fair to pull the rug out from someone you strung along with a job offer because you now decided you can be picky? No. That’s actually 100% BS. I get that conditional can be taken away…but that should only be barring a disqualifying event like accident/incidents/criminal activity or failures/FAA actions taken AFTER the CJO was offered.

If any skeletons were disclosed and discussed during the interview…and they were still deemed eligible for employment…you can’t use that against them later IMO. It’s dirty and gross for a company who preaches that they love their employees.

It appears they CAN be picky after the fact. Neither are the poolies, employees.
Don’t get the wrong idea, I’m not for any of this. Bottoming out competitive hiring mins is bad. Placing guys in a pool instead of assigning a class is bad. Flushing those in the pool is bad.

They have/had employee numbers and were told nearly monthly they still had a spot by the VP Flt Ops. We kept the promise to guys the week after 9/11 and held the class when everyone else ceased all hiring immediately....because we made a promise to those guys and the powers that be felt they needed to keep it. We've turned NH class into AQP and have limits on extra sims/OE and require more after the fact via the probie form. If someone has issues....it's easier to catch now than before (which led to Ops Day). What kind of person are you if you're willing to break a promise to a group of people you strung along for 20 months. Whole thing makes me feel gross.

Got it, man.

Sorry. Last time this place ****ed me off this badly was the meltdown and then gutting our PS while paying exec bonuses.

I tried to skim this thread for this info but didnt see anything about junior bases or reserve length.. MCO junior? how long to hold a line?

thanks

Jr bases are MCO, BWI, MDW.

Holding a line is not as critical at SWA as elsewhere due to the current and upcoming work rules (should not impact a decision about working here). You'll have a trip, if you want (and likely if even if you don't want) - you just won't know your trip until the day before.

You need to apply everywhere and take the first offer. If SWA HR is too stupid to recognize the value you bring, you really shouldn't wait around for them to stop being stupid.
That's exactly the same advice I had to give myself when Delta grilled me for almost an hour over my high school GPA and said my description of my UPT airsickness busts was "vague", as if I was literally the only interview candidate that had ever busted a UPT ride for barfing. Being a former USAF stan eval chief with all my squares filled and currently an FO with a year already at a ULCC, I decided I had zero reason to attempt to discuss job qualifications they clearly didn't care about and less than zero reason to wait for them to change their minds. I got hired by SWA within 2 months of Delta deciding they didn't need or want what I could bring. My point being that there's a company that will recognize your value and hire you on the spot, you just need to find it.
Get your apps out to everyone you might possibly consider working for including skywest and all the ULCCs, take the first offer better than whatever you're doing now, and work your way up from there. You can't afford to wait for HR to suddenly discover they've let a good one go.

While we’re beating our company to death over hiring and I know for a fact that we’ve missed some great applicants, we’re not completely broken. There is definitely something good happening because I work with great people continually. Now, acquired folks are obviously a whole different story. That’s definitely like a box of chocolates!