etflies

I don't doubt it, and I hope we can get them on the line quickly. I think the issue now is filling classes. It's gonna be a struggle to do so on the back side of the growth, especially if we don't have a competitive package to offer new hires.

It's especially frustrating because I do think this company has a lot of potential to do well, but we're not capitalizing on the opportunity.

Rmk1991

9 in the newest class for those asking and then next week there is another class starting with 5 CQFOs starting so I've been told. I believe there is another new hire class the week after that starting. August will be a big training month.

minimwage4

They are already paying 43 bucks for FOs basically and sign on bonuses. What else can they actually do? Pay for a hotel for commuters? For 800+ pilots that's going to be very expensive. The reality is they have to compete with other airlines too. If I was a new guy I'd probably go somewhere that has new planes coming good for 10 year contracts maybe with a flow number too. All we've got are old broken 50 seaters.

AaronFly4Livin

New guys/gals that I've talked to looking to enter the industry have their eye on a few things. Growth as a plus to avoid long reserve times and poor quality of life. Quick upgrade times, signing bonuses, domicile locations and a flow agreement. Everybody has their own specific situation but I keep hearing more and more about flow. After chatting with several United pilots, they seem to think United will never offer any flow to United Express carriers. This seems to be the general consensus I've gotten from several conversations. It sure would be nice to have flow as a backup option and a key factor in career progression.

Legacies without flow can be very picky in who they want and don't want. So how does TSA compete with other regionals? Will the CQFO program lure in enough people to keep up with the growth? Attrition is starting to pick up as a handful of Check Airmen have left recently and prob others to LCC's. What incentives are the company offering us as pilots already on property to stay and not bail? The pilot referral bonus program is an interesting step but that's not enough. Is Uncle Hulas going to start offering Fat Stacks Retention Bonuses for people to stay on property? I think we know the answer to that already.

FlyingKat

Nobody at any mainline wants or likes a flow/guaranteed interview. They only reason they happen are because the company sees a business need (staffing at regionals) that has to be met. United management is light years behind Delta and American. That is why they are performing so poorly. If they don't come up with a flow or something like it those 73s, A320s, etc are going to be flying around with half of the seats empty because their regional "partners" will not be able to staff and cannot fill those seats. That will eventually force United's hand. Once TSA and other regional airline management goes to them and says if you don't do this, they we will park planes it will happen. Once this staffing shortage gets really acute, and you see pilots jumping airline to airline for big bonuses and flows, it will happen. While staffing new hires is the biggest problem now, in the not too distant future it will be keeping present pilots on property and not allowing them to be lured into lateral moves by bonuses and flows.

Mark it down. As long as present trends continue there will eventually be a flow (or something similiar) at United because they will not have a choice due to staffing. Either that, or UAL will pull regional flying back to mainline and will have to hire even more pilots. Either way we (pilots) win.

CBreezy

I agree with this. United's main contractors are really struggling. Expressjet is having staffing problems and hemorrhaging to LCCs, Legacies and other regionals. Republic is literally drowning and Bedford just keeps throwing boulders at the problem. GoJet and TSA are struggling to fill classes. I think the only ones with their heads above water are Mesa and Skywest.

etflies

It's a growing airline, you have to spend money to make money. Not every pilot is a commuter, but the number of commuters we have is going up as the pilot group grows. Not everyone is going to want to, nor would it be feasible to expect every new hire to move to their domicile. Create an incentive for them to come here versus the competition. Especially as west coasters come on board. I mentioned upping the hiring bonus. Go to university programs and offer class dates to graduates. Set up an interview program with mainline. It doesn't have to be a full on flow, but do like Emdeavor does and at least give folks a chance at he big leagues by coming here. Being competitive with other regionals now is as much about being able to staff flying as it is being cost competitive.

*Just spitballing ideas off the top of my head.

Ex lurker

What would happen to TSA if AAG were to recall the aircraft from you in a couple years?

CBreezy

Is it in the contract that they can recall the aircraft and give them to you? Even with Envoy's concessionary contract, they are still way more expensive than TSA.

Ex lurker

Yes it is. The aircraft can be recalled from TSA, XJT, and even PDT. I think the PDT clause was just a contingency plan in case they couldn't get the program set up though.

The length of contract numbers I heard were two years, five years, and zero years, meaning the aircraft could be recalled immediately. I forget who got what contract though.