New Mesa Thread
11-05-2015, 08:26 AM
#2133
Gets Weekends Off
Joined APC: Apr 2015
Posts: 167
Upgrade award is out. Looks like most junior is 10/2014.
11-05-2015, 12:39 PM
#2136
Gets Weekends Off
Joined APC: Dec 2010
Posts: 977
From what I have seen in the last 12-24 months, the legacies seem to be picking up an equal mix of the following three (generalized) categories:
1) Recent upgrades with a few hundred hours of TPIC with high-level contacts/family members, or high-level union leadership experience--something that sets them apart on a very personal level from the average line pilot
2) Recent upgrades or moderate-to-senior FOs with EEO status
3) Check airmen and line pilots with a decade of experience who have been applying and updating their airline apps account consistently for the last decade
Without a flow, some combination of those three things are what get you into a legacy. It's all just checking boxes and burying them in rec letters.
On that note, legacy hiring seems to parallel Ivy League MBA/MD/JD admissions processes--you either need to be somebody (1), have preferential admissions status (2), or have an impressive career background with no major hiccups (3). They don't have an idealized candidate--it isn't a quantitative assessment process--they're trying to fill classes with a blend of different "types." I presume there are probably some heady 70s/80s HR management/diversity theories underlying all of this.
1) Recent upgrades with a few hundred hours of TPIC with high-level contacts/family members, or high-level union leadership experience--something that sets them apart on a very personal level from the average line pilot
2) Recent upgrades or moderate-to-senior FOs with EEO status
3) Check airmen and line pilots with a decade of experience who have been applying and updating their airline apps account consistently for the last decade
Without a flow, some combination of those three things are what get you into a legacy. It's all just checking boxes and burying them in rec letters.
On that note, legacy hiring seems to parallel Ivy League MBA/MD/JD admissions processes--you either need to be somebody (1), have preferential admissions status (2), or have an impressive career background with no major hiccups (3). They don't have an idealized candidate--it isn't a quantitative assessment process--they're trying to fill classes with a blend of different "types." I presume there are probably some heady 70s/80s HR management/diversity theories underlying all of this.
Last edited by flapshalfspeed; 11-05-2015 at 01:03 PM.
11-05-2015, 03:17 PM
#2138
Gets Weekends Off
Joined APC: Jul 2015
Posts: 503
I received a email from APLA regarding disability insurance/loss of life insurance after my one year is up. I don't remember signing up for anything at that dinner thing during new hire training ( except for the ALPA pac ). Will this stuff come out of my paycheck automatically?
11-06-2015, 12:25 AM
#2139
Line Holder
Joined APC: Aug 2015
Posts: 53
im a new hire and I want to be based in phx, id like to hear what you guys think the nxt 12 months will be like for me? how long to hold a line in phx? im commuting frm CA
11-06-2015, 01:37 AM
#2140
Gets Weekends Off
Joined APC: Jul 2013
Posts: 232
That said, things change all the time and who knows what plans American will have for Phoenix in the next year. Could grow. More likely, could shrink.
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