CommutAir Rumors and Info
#3521
Gets Weekends Off
Joined APC: Jan 2016
Posts: 450
If you're referring to C5's interview, it's not much of an interview. All done on Skype. Beforehand they'll have you do a very basic ATP style written test, then call you to schedule the Skype. There you'll talk with a recruiter and a line pilot. Overview of the company, typical HR junk. The line pilot will have you read a TAF, METAR, ask a few very basic TMAAT questions, and brief a Jepp approach plate. Basically, if you have private pilot instrument knowledge you'll be fine. Nothing overly challenging there. They'll call back probably within a few hours (minutes in mine) to offer the job. If you accept, they'll arrange for you to fly to CLE for paperwork and fingerprints.
On another topic...I see they are advertising for sim instructors on Facebook. Didn't have enough current pilots apply or what???
On another topic...I see they are advertising for sim instructors on Facebook. Didn't have enough current pilots apply or what???
#3522
Gets Weekends Off
Joined APC: Jan 2015
Posts: 413
Also with sims/systems being out of base, it'll mean more away from home time and commuting for the instructors if they don't live where the teaching is being done.
#3523
Relief Line
Joined APC: Aug 2016
Posts: 58
Going through training has left a bad taste in many of the jet pilots that have been through it recently. It's good training, just seems disorganized from a scheduling standpoint. When I went through Indoc/Systems, they couldn't tell the students who was going to be teaching class tomorrow at times!
Also with sims/systems being out of base, it'll mean more away from home time and commuting for the instructors if they don't live where the teaching is being done.
Also with sims/systems being out of base, it'll mean more away from home time and commuting for the instructors if they don't live where the teaching is being done.
#3524
Gets Weekends Off
Joined APC: Jan 2015
Posts: 413
For number of 145s, just checked online and it's showing 13 on the D085.
EFB is in the works and supposedly in testing but I wouldn't be holding my breath for anything in the next few months.
Long read: But Food for Thought
A guide to attract new hire pilots to CommutAir (C5); (And waiting longer will only make matters worse)
1. Institute a flat FO pay rate of $50/hour (1)
2. Remove sign-on bonus for non-prior part 121 new hires.(2)
3. Keep and increase sign-on bonus for prior part 121 (and those with qualifying time for upgrade) and implement a Street Captain new hire program ASAP.(3)
4. Captain pay parity across the board regardless of equipment (e.g. same pay on DHC-8 and ERJ-145)(4)
5. Create opportunities for pilots approaching ATP minimums(5)
6. Crew scheduling and reserve rules(6)
A guide to attract new hire pilots to CommutAir (C5); (And waiting longer will only make matters worse)
1. Institute a flat FO pay rate of $50/hour (1)
2. Remove sign-on bonus for non-prior part 121 new hires.(2)
3. Keep and increase sign-on bonus for prior part 121 (and those with qualifying time for upgrade) and implement a Street Captain new hire program ASAP.(3)
4. Captain pay parity across the board regardless of equipment (e.g. same pay on DHC-8 and ERJ-145)(4)
5. Create opportunities for pilots approaching ATP minimums(5)
6. Crew scheduling and reserve rules(6)
2. Possible. But a lucrative bonus is always nice.
3. Street captain new hire program isn't possible with the Union. If anyone on property wants to be a Dash captain they can. The company will even lower the seat lock if you are willing to take a Dash captain spot.
4. Yes. This would help Dash captains stay on the Dash and allow new hires get the jet captain slots (which off the street pilots are drooling after).
5. No idea what all is possible here. It is nice to feel courted being a flight instructor with just under 1500 hrs.
6. Yep.
#3525
Gets Weekends Off
Joined APC: Aug 2016
Posts: 271
If you're referring to C5's interview, it's not much of an interview. All done on Skype. Beforehand they'll have you do a very basic ATP style written test, then call you to schedule the Skype. There you'll talk with a recruiter and a line pilot. Overview of the company, typical HR junk. The line pilot will have you read a TAF, METAR, ask a few very basic TMAAT questions, and brief a Jepp approach plate. Basically, if you have private pilot instrument knowledge you'll be fine. Nothing overly challenging there. They'll call back probably within a few hours (minutes in mine) to offer the job. If you accept, they'll arrange for you to fly to CLE for paperwork and fingerprints.
On another topic...I see they are advertising for sim instructors on Facebook. Didn't have enough current pilots apply or what???
On another topic...I see they are advertising for sim instructors on Facebook. Didn't have enough current pilots apply or what???
#3526
Gets Weekends Off
Joined APC: Jan 2016
Posts: 450
Going through training has left a bad taste in many of the jet pilots that have been through it recently. It's good training, just seems disorganized from a scheduling standpoint. When I went through Indoc/Systems, they couldn't tell the students who was going to be teaching class tomorrow at times!
Also with sims/systems being out of base, it'll mean more away from home time and commuting for the instructors if they don't live where the teaching is being done.
Also with sims/systems being out of base, it'll mean more away from home time and commuting for the instructors if they don't live where the teaching is being done.
#3527
Line Holder
Joined APC: Apr 2017
Posts: 27
How does this compare to Commutair?
Got a call from a CommutAir recruiter the other day. I gotta be honest, I'm not seeing the allure.
http://www.airwis.com/content/pilots...ationFlier.pdf
Trip Rig & Duty Rig? 401k? Health Care? I know CommutAir probably is telling everyone 'quick upgrades' but seems like AirWis is offering a lot. Is there any comparison?
Then there is this:
Become an Endeavor Air Pilot
$10k training bonus + $20k first year retention bonus then $23k annual retention bonus for both FO & Capt every year thereafter? Is that legit? That's better than AirWis?
There's a great synopsis here:
PilotJobs | Regional Airlines are Offering Signing and Retention Bonuses to Pilots
Someone please tell me what's CommutAir offering again?
http://www.airwis.com/content/pilots...ationFlier.pdf
Trip Rig & Duty Rig? 401k? Health Care? I know CommutAir probably is telling everyone 'quick upgrades' but seems like AirWis is offering a lot. Is there any comparison?
Then there is this:
Become an Endeavor Air Pilot
$10k training bonus + $20k first year retention bonus then $23k annual retention bonus for both FO & Capt every year thereafter? Is that legit? That's better than AirWis?
There's a great synopsis here:
PilotJobs | Regional Airlines are Offering Signing and Retention Bonuses to Pilots
Someone please tell me what's CommutAir offering again?
#3528
Gets Weekends Off
Joined APC: Sep 2011
Posts: 283
I am between GFS and sim. The instructor my class had for systems wasn't up to par. Thankfully he left the company. He didn't know much about the 145 in terms of flying it. All they do is read off the slides! Hell we could do that at home on the computer. Having just over 1700 hours in the plane, I felt bad for the guys with zero time. I quickly became their "go-to" for questions. It was clear as day the instructor didn't care. Sad.
#3529
Gets Weekends Off
Joined APC: Jan 2015
Posts: 413
$7k signing bonus for ATP and $5 per hour of previous 121 time up to a max of 1600 hours (so max signing bonus of $15k).
First year pay is 36.54 and min guarantee is 75 hours (so min 33k per year). Dash captain is $52.62 per hour (47k per year for year 1). Per diem at $1.70. No trip or duty rig, just a straight min 3.75 hrs per day (4 hrs for training). Block or better and cancelation pay. 100% deadhead pay.
50% match of 2% for 401k and increases with longetivity. Medical insurance is 30% paid by pilots.
IMO, don't come for the pay. Endeavor has the best pay package followed by the AA WO carriers. Come because you want to upgrade quickly and move on.
First year pay is 36.54 and min guarantee is 75 hours (so min 33k per year). Dash captain is $52.62 per hour (47k per year for year 1). Per diem at $1.70. No trip or duty rig, just a straight min 3.75 hrs per day (4 hrs for training). Block or better and cancelation pay. 100% deadhead pay.
50% match of 2% for 401k and increases with longetivity. Medical insurance is 30% paid by pilots.
IMO, don't come for the pay. Endeavor has the best pay package followed by the AA WO carriers. Come because you want to upgrade quickly and move on.
#3530
Line Holder
Joined APC: Apr 2017
Posts: 27
Morale / QOL
Thanks Jedicheese but PIC and upgrade isn’t the requirement it used to be. According to Bill Kennedy at United, United counts PIC in a 172 the same as PIC of a 747 at a legacy. He very clearly stated last month that United doesn't discern between PIC part 91 or 135 or 121 anymore. They don’t care. It's all factored into the airlineapps.com the same way. Delta also seems to be hiring quite a few folks with NO turbine PIC or no 121 PIC time.
’Come here, upgrade, and leave’ is NOT the carrot it may have been a few years ago because upgrading isn’t really the magic ‘door’ into the legacy carriers. When FO’s at other companies get paid as much or more than Capt’s at CommutAir, I’m curious what’s the deal? Thanks for the insight and I really do appreciate the breakdown of pay, and per diem, and 401k, etc.
I like the idea of coming to a company where morale is good and people are happy. Someplace I can stay for a while in case my first couple interviews at the legacy carriers don’t go so well.
Can anyone chime in about morale? QOL? Schedules, etc. If the pay is lagging behind, and the training is lacking (previous couple of posts-students teaching the class), and the quick upgrades are gone (12-18 months) then the only thing left is morale/QOL/schedules? Right?
’Come here, upgrade, and leave’ is NOT the carrot it may have been a few years ago because upgrading isn’t really the magic ‘door’ into the legacy carriers. When FO’s at other companies get paid as much or more than Capt’s at CommutAir, I’m curious what’s the deal? Thanks for the insight and I really do appreciate the breakdown of pay, and per diem, and 401k, etc.
I like the idea of coming to a company where morale is good and people are happy. Someplace I can stay for a while in case my first couple interviews at the legacy carriers don’t go so well.
Can anyone chime in about morale? QOL? Schedules, etc. If the pay is lagging behind, and the training is lacking (previous couple of posts-students teaching the class), and the quick upgrades are gone (12-18 months) then the only thing left is morale/QOL/schedules? Right?
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