How on earth are people getting hired with no Turbine PIC?

FWIW, the published minimum is 1000 turbine (no PIC turbine required).

Obviously most competitive applicants will have significant turbine PIC. Those without turbine PIC typically, but not always, fit a couple of categories:
That said, it appears that the number of folks being hired without turbine PIC is not terribly significant as a percentage.

The SAME way they ALWAYS have at a carrier without a TPIC requirement.

I used to think pilots should hire pilots. Then I worked a couple of other flying jobs outside UAL. I now think HR should hire pilots almost exclusively,with pilots only acting as a BS screen.

Ask fedex guys how that worked out going from mostly a pilot driven screening process to a mostly HR driven process.

Well it isn't a perfect system. We have lots of United pilots that went to an interview, didn't get hired, got hired at CAL, are now United pilots, and are no worse or better than any other United pilot. We turn away too many qualified people IMO. Lots of my friends didn't get hired here, and I can't figure out why not. They are successful pilots at other majors.

I interviewed and was hired at FEDEX (but took the United job instead) in 1996. I never saw an HR person. I flew in the sim with a FEDEX pilot and was interviewed by 2 FEDEX pilots. The only admin person I ever saw was the one that administered the test all prospective pilots take.

I won't expand upon my opinion as it would offend some on this board. But pilots are experts at being pilots. HR are experts at evaluating individuals for the purpose of employment.

yeah, some HR people are complete idiots, as are some of us. But after working a couple of other jobs, I stand by my previously stated opinion.

That process changed somewhat later on to include almost 100% (AGAIN, almost) pilot screening to be selected for interview. Where HR had a say who was selected for interview AFTER the candidates had a screen with JUST pilots. With HR having a say after the F2F.

The current system, meh, not so much....

Probably because they realized that a 5-7,000TT FO who has spent almost a decade at his/her dying regional is no different in quality than a 4,000TT CA at a regional that experienced random growth.

Anyways, very few FO's are getting hired. And most of the ones who have were former United/CAL interns or had very high level connections. The nepotism factor is way down compared to years ago, but I think some still exists. I remember one guy posted on here talking about having something like 2,500TT who got hired very early on.

If I could go back in time, I would have gone to Eagle, gotten a flow-through, and been at AA by now. Or quit and gone to Compass when they started up, etc. Hindsight is 20/20.