I think we can trust our Captains with the process. We trust them with the entire operation from block out to block in. The times of old are the times of old.....There have been lots of lawsuits, for various reasons. The discrimination law suit was a reflection of the entire industry.

Today, UAL is the highest employer of female pilots in all of the entire airline business.

I don't see UAL getting sued again with stats like that. Simply having HR observe would be a better way forward.

I will say this. It doesn't inspire confidence in the process when I see a very junior co-pilot "brag" as how he is involved in the hiring process, and how he credits the NGPA for helping land him the job. After hearing that story, I lost confidence in the process after hearing his story.

I would prefer seasoned Captains. They know what kind of pilots we're looking for. We trust them to do probationary pilot reports, we trust them with the entire operation. I would trust them for this as well.

For all those screaming about favoritism with minorities getting hired just look and our class pictures out of 40 students maybe 2-3 are women and minorities. The white guy is well represented and safe. Get over yourselves.

Ahh. There it is. Too many gays.

Not what he said in the slightest. But you go with it.

I don’t know how this person was involved, but through the entire meet and greet, contact and interview process, I never saw an FO...all seasoned (and, when I mention names in the cockpit, seemingly well respected) captains. The few FOs I know in the chain are less in the chain itself and more gophers. This guy could be different, of course, but from the way he likes to brag, he probably really enjoys making himself sound more important than he is.

Not sure what your exposure to new hires is, but I always ask the guys I fly with (gotta pass word to the bros still waiting to get hired) and they’re generally happy with the product, but with some good stories of exceptions.

Data current as of two years ago.

He credits NGPA for helping him land the job. How on earth is that a negative? Would it be different if he said AOPA or volunteering at Sun N Fun?

I would argue the post merger hires are the most connected to the current applicants. They’re most likely to know what levels of aptitude the current applicants have. By the time one becomes a senior captain, those they recommended have either been hired or hired elsewhere, though not always the case. That’s not to say the senior folks shouldn’t run the vetting process.

The issue becomes when one recommends an extraordinary applicant and they receive absolutely zero attention. Let the senior dudes and dudettes vet him, but let the line employees have the ability to put the application in front of someone who can make a decision. I appreciate the M&G process, but it hasn’t yielded anything for the few I know who’ve done it, all of which have excellent resumes.

Plenty of FOs repping the company and presumably scoring applicants at job fairs

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For married with kids they need a I go home on my days off and take care of my family instead of running around the country networking / volunteering to make HR happy pilot organization.

Correct, but not sitting down with applicants at the M&G I attended nor on interview day.