In your experience, why are some pilots are regionals “lifers?”

ironiccombination said:
Are they even really "the same passengers" though? I bet corporate values transcon and transatlantic passengers more than they value the guy flying to MOT, MLI or IMT.
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Usually not.

I’m not justifying the comment, just talking about some of the attitude my friend has seen in those circumstances.
 
Well that comment and line of thinking are silly, but plenty of high-value customers are flying around on RJs. We aren't just doing outstation hops anymore.
 
I don't know. There has to be some reason mainlines have a certain set of hiring standards for their own pilots, but they are fine with regional pilots flying these other routes. Even though they don't directly hire regional pilots, they know what the standards are at regionals and they still award routes to those regionals. It might not be about valuing those pax less, but it is hard to think of another reason.
 
Let me give you one hint.
47233


Like most things in this business.
 
QXDX said:
I also tend to think that the majors tend to prefer candidates who have a demonstrated track record of focus and achievement. They are more interested in the pilot who graduated in 4 years, got all their certs. by 250-300 hours, hired at 1500, Captain upgrade at 3000 (or less) and 1000 TPIC by the time they hit 4,000 TT. They are more interested in the hard-charging candidates than the ones who, for whatever reason, took considerably longer to reach those milestones. Like all businesses, they want the best candidates for their money, and the guy who does it all in 5 years vs. 15 years looks more appealing.
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Which is stupid (you don’t control the seniority list), but anyway.
 
ironiccombination said:
I don't know. There has to be some reason mainlines have a certain set of hiring standards for their own pilots, but they are fine with regional pilots flying these other routes. Even though they don't directly hire regional pilots, they know what the standards are at regionals and they still award routes to those regionals. It might not be about valuing those pax less, but it is hard to think of another reason.
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It’s not that hard. Think of that idiot guy you flew with at your regional and imagine how damaging and expensive it could be to have that idiot guy on your seniority list for 25-30 years based on any number of antics, try the best you can to find a formula to detect/sniff out that idiot guy during the application or interview phase and go with it. Reevaluate later. Or, give a flow and just hand out jobs to all the idiot guys based on seniority and pay for it later.

Just my guess, but screaming ‘I fly your pax!!’ might be part of said sniff test... I have no idea.
 
Autothrust Blue said:
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@Derg
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When you’ve heard someone tell someone else’s story, 15 times that day...

“You, sir, actually called the gate agent down to the jetway, brought up the mechanic and brought out the lead flight attendant, ‘formed a team’ and delineated the ‘challenge’”...
 
QXDX said:
I also tend to think that the majors tend to prefer candidates who have a demonstrated track record of focus and achievement. They are more interested in the pilot who graduated in 4 years, got all their certs. by 250-300 hours, hired at 1500, Captain upgrade at 3000 (or less) and 1000 TPIC by the time they hit 4,000 TT. They are more interested in the hard-charging candidates than the ones who, for whatever reason, took considerably longer to reach those milestones. Like all businesses, they want the best candidates for their money, and the guy who does it all in 5 years vs. 15 years looks more appealing.
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In my sample survey the majors also tend to hire those who have a collection of models of every type of aircraft they have flown professionally, jean shorts and a phone that clips onto their belt.
 
Derg said:
When you’ve heard someone tell someone else’s story, 15 times that day...

“You, sir, actually called the gate agent down to the jetway, brought up the mechanic and brought out the lead flight attendant, ‘formed a team’ and delineated the ‘challenge’”...
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More like:

“Situation developed. I used my intelligence tempered by experience (don’t call the MOD unless you have to, they’re largely useless) along with my crew’s intelligence and experience to resolve it, with no help from HDQ or the major partner. And then we went flying.”

Edit: On a serious note, I think that people who have trouble telling flying stories just don't have much in the way of flying stories to begin with.
 
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QXDX said:
I also tend to think that the majors tend to prefer candidates who have a demonstrated track record of focus and achievement. They are more interested in the pilot who graduated in 4 years, got all their certs. by 250-300 hours, hired at 1500, Captain upgrade at 3000 (or less) and 1000 TPIC by the time they hit 4,000 TT. They are more interested in the hard-charging candidates than the ones who, for whatever reason, took considerably longer to reach those milestones. Like all businesses, they want the best candidates for their money, and the guy who does it all in 5 years vs. 15 years looks more appealing.
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Respectfully have to disagree with upgrading in 3 years having 1000 tpic by year 4 being some kind of a special qualifier. I know a handful of people at my regional who have upgraded (or not upgraded) at year 9 due to the lost decade, and both Delta and United hired them. In their cases, they had things like master's degrees, being sim instructor as a first officer, or hitting the job fairs hard. It can be done!!
 
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