I think we are still interviewing. Not my realm of expertise by any means but my observation has been that UPS doesn't have the robust HR department that other airlines have. They are keeping up as best they can but it seems to be a game of whack-a-mole so timelines vary for different people at different times.

Take all of that with a grain of salt because I have nothing to back it up. I can tell you that timelines vary for whatever reason and that guys still get hired with those variations.

Best wishes and hope to see you on property soon.

UPS is interviewing this week, I know for a fact.

Did you pass? If so, that is too long and I would reach out to the person that conducted your phone review. If not, I heard that they won’t call to tell you....so hopefully you paid attention to what it said after you took it.

Did you have a recommendation? If so have him get in touch with the hiring department to see what the hold up is.

I had 3-4 months between the hogan and interview but that was at the beginning of this current wave. You understand how to determine if you passed or failed the hogan? Research these forums if not. The vibe I’m getting from cafeteria rumors and internal forums is that peeps are, “already penciled in,” for classes through the fall. Winter/peak classes pending.

Best of luck,
FTFF

They don’t seem too interested or motivated to provide a well though out, rational response. Can’t say I wonder why. Great streategy though fellas, blame the union. Hope the brown payoffs are worth it.

FTFF

Apparently one needs to draw a map to show how the union sold us a cost neutral contract. Once union coolaid drinkers can admit this fact, then we can discuss all other aspects of IPA shortfalls.

Yes, please draw a map how our contract was cost-neutral given the gains in compensation, vacation and retirement. I’m pretty dumb so a diagram is SUPER helpful.

Perhaps you can also sketch the “concessions” in the 2016 contract that give the company more pilot productivity compared to CBA 2006 - I’ll concede they got a lot of reserve flexibility in exchange for one less RSV duty day.

Agree. ..but let’s not do it here or on any other thread that’s meant for prospective newhires.

Those of you who voted no to the contract - I highly respect your perspectives but why don’t you start a new thread explaining all the pitfalls of the current contract? I mean that sincerely.

I voted yes BUT I also realize there were many things left out.. for example, I was hoping for a limit on P3 jumpseaters to/from Anchorage.
However, I voted for the contract and frankly having known then what I know now I’d still have voted yes.

If you start a new thread I’ll be glad to explain my perspective on why I voted yes (if you care) and maybe others will chime in too?

That way we’ll be able to focus on “2018 UPS Hiring” on this thread?

There are many hopefuls out there who’re trying to get the best gouge on how to get hired. I feel like this squabbling makes things more difficult for them? They had nothing to do with the vote. It’d be awesome if we could help them all out.

On that note, is anyone willing to share their general experience on chatting with a UPS recruiter at any recent job fair? Was the conversation as you expected/hoped it would be? Were you surprised by any lines of questioning? With hindsight, is there anything that you wish you had done or said?