tailpilot

NO...I was getting ready to update and was totally caught off guard when I got the call.

rvfanatic

I'm sorry you've been in the pool so long. It is interesting that you got placed in the pool but tailpilot was not even informed if he was moving on in the process. Hmmmm

FTv3

I’m a bit ahead. Meh. Money’s good. Still maintain it’s not as bad as the negative nellies were saying a few years ago. But overall, meh.

RNO Flyer

I’ll ask a couple dumb new guy questions here: Does UPS do any invite-only job fairs, or is it through OBAP/WAI/etc? Is there anything that prompts an application being scored (internal rec, etc?) or is that inside baseball? On the application website, if it shows “complete”, is it truly submitted and in to UPS for review?

BrownDoubles

Not sure anyone that will answer truly knows the insider HR answers. UPS has not done any "in house" job fairs as of yet and I haven't heard any grumblings that they will (that doesn't mean much). So the traditional job fairs have been the route to meet with UPS HR.


As to an application being scored... if UPS does that -- no one who knows talks. Internal recs and job fairs seem to be the things that help move an application along but my sample size it relatively small with my and my recommendees.


If your application shows complete, it should be complete and accessible by HR. My guess is that they apply filters to the thousands of applications to limit the number of applications they look at and work those... but again, no one that knows talks.

Best of luck, keep taking care of the things you can, and don't forget to resubmit early in 2019 when the new applications open.

FTv3

I heard at one point a while ago that HR would look at apps from a window of time perspective, e.g., everything from November. They would select their most desired and second tiers then send off the hogan invites. The “most desired” attributes would change between windows to keep diversity in new hire backgrounds with the focus being mainly around the realms of corporate, military and civilian experience. The leftovers from the windows would be held and possibly used when a subsequent window was weak in numbers or stats. I always liked this model as it explained why some would get the call and not others with equivalent resumes, why some were active vs on file from year to year, why some wait longer than others, etc. Essentially, there is an element of luck in timing when applying. The source was a senior guy in the training center. Again, it’s all dated and unverified but could be useful if you’re trying to wrap your head around hiring logic...

G550Guy

Just met a young man in the Jan class here in CLT . He’s a AA regional pilot.... great attitude and is excited to come to Brown. He came up and introduced himself and asked a few questions.

Regardless of the rumbles and grumbles... Brown does find excellent pilots from a wide sweep of backgrounds.


Sent from my iPhone using Tapatalk

JungleJetDriver

This is always nice to hear, G5fity.

Most of my grumbling and rumbling is off the cuff, and an attempt to stay humorous about the whole thing. I hope that’s how it’s comes across, anyway.

767pilot

Maybe it's Stockholm Syndrome, but even if I could keep my relative seniority, I don't think that there's anyplace else I'd rather be at this point.

RNO Flyer

Application question from the website: "UPS considers Instructor/Evaluator time as PIC time. List the PIC and Instructor/Evaluator time separately in the appropriate columns."

So PIC column is PIC+instructor+evaluator because UPS considers them PIC time? OR list only non-instructor PIC time in PIC because list them "separately in the appropriate columns?