New Hire question
#21
Gets Weekends Off
Joined APC: Jun 2015
Position: A-320
Posts: 680
It's my understanding that anyone at the school can accept the deal at any point before they have completed their R-ATP. This includes a CFI teaching at the college with 999 hours and no RATP, which they will have a large sum of their tuition debt wiped if they sign a training contract. The exact details to be announced soon. You only need 1000 TT civilian or 750 TT mil for the RATP with a bachelors or 1250 TT associates degree.
#22
Line Holder
Joined APC: Jan 2017
Posts: 69
I think they are either vastly overstating or over estimating the significance of a flight school partnership like this. Private pilots are already interviewing at united, I don’t see the real attraction to allegiants program. At best it only kicks the can a few years down the road when the attrition from the people who’s commitment expires skyrockets. Who could possibly predict a bunch of 20 year olds, who have no family, and have never spent time on the road on overnights wouldn’t want to stick around for a discount priced career at allegiant
#23
Gets Weekends Off
Joined APC: Oct 2010
Position: Airbus CA
Posts: 948
Point taken; there are other partnership pathways that land you at a regional with total 1st year pay over $100k & you’re based in a real city from the get-go. Vs. Allegiant - make $50k & have to hopscotch around the small base structure as you wait to finally get to your domicile of choice. Where’s the incentive?
#24
Gets Weekends Off
Joined APC: Aug 2020
Posts: 138
No reason you can’t get it right out of the gate. I’m thinking no matter which base you insert in that question the peanut gallerys answer will all sound the same.
#25
Gets Weekends Off
Joined APC: Jun 2015
Position: A-320
Posts: 680
It really is unpleasant flying with the new hires who were told they will get any base right away by the recruiters and now Jim. I can tell you haven’t flown with FO’s who are being threatened divorce bc they only make it home a few days per month.
#26
On Reserve
Joined APC: Oct 2022
Posts: 21
I think there needs to be legislation passed to address this issue. For example in the insurance industry you would be thrown in jail for making statements and guarantees (based, upgrades ect) and locked up with Bernie Madoff for years. The pilot group at allegiant is amazing, pilots in my base were great. On the other hand the recruiters here should be thrown in jail. Divorces are just the tip of the iceberg. The people here care about their family life and recruiters took advantage of that. Some pilots passed on a legacy, lots of seniority lost, some not given a second chance after passing on a class. These people should be legally bound in their recruiting statements. Be honest…. Based on our model You will be a junior FO forever in your base. Or based on our model you will never upgrade in base unless you have 25 plus years left. Or based on our mode we will promise you DSM, and you will get it but what we left out is that will come 7 years after your divorce is finalized. Great union leadership at allegiant, and the new leaders in flight operations and training are amazing people. Im praying for all here that things are gonna get better. They either have to change the model so people can progress, or be honest with their recruitment
#27
Gets Weekends Off
Joined APC: Jan 2015
Posts: 413
Unless the company changed the interview in the last year, a decent part was asking how you would cope with not getting the base you wanted and getting exiled for a year to middle of nowhere base the company can't staff.
#28
Gets Weekends Off
Joined APC: Jun 2015
Position: A-320
Posts: 680
What did they do at their previous airline? If they've been at an airline previously, they should know the drill. If they haven't been at an airline before, they're either getting divorced because the SO can't hack this lifestyle or they're getting out of this career (at least the airline part of it. The local FBO might be hiring citation pilots for their 135).
Unless the company changed the interview in the last year, a decent part was asking how you would cope with not getting the base you wanted and getting exiled for a year to middle of nowhere base the company can't staff.
Unless the company changed the interview in the last year, a decent part was asking how you would cope with not getting the base you wanted and getting exiled for a year to middle of nowhere base the company can't staff.
#29
On Reserve
Joined APC: Oct 2022
Posts: 21
What did they do at their previous airline? If they've been at an airline previously, they should know the drill. If they haven't been at an airline before, they're either getting divorced because the SO can't hack this lifestyle or they're getting out of this career (at least the airline part of it. The local FBO might be hiring citation pilots for their 135).
Unless the company changed the interview in the last year, a decent part was asking how you would cope with not getting the base you wanted and getting exiled for a year to middle of nowhere base the company can't staff.
Unless the company changed the interview in the last year, a decent part was asking how you would cope with not getting the base you wanted and getting exiled for a year to middle of nowhere base the company can't staff.
#30
Line Holder
Joined APC: Aug 2021
Posts: 76
1. Established base where pilots have settled.
2. No growth at present, meaning minimal movement, and barely any backfilling of slots.
3. Attrition and lack of new-hires has resulted in scaling back of flying in many bases, so when someone leaves they aren’t filling that vacancy.
4. Company needs to staff new bases e.g. PVU.
The company will put you where they need you, and until we can hire and retain enough pilots to constitute growth, bring on more aircraft etc. this is how things will be for the foreseeable future.
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