I've done both. I've heard corporate pilots say they're not sure of 121 pilots simply because of the different style of work. It's simply a matter of who you know. Corporate departments are equally unsure of anyone they don't know yet. It's just easy to put a tag on a 121 pilot because that number says alot to a corporate pilot. If a chief pilot has two different resumes, one has 91 experience and the other has 121 experience, the chief pilot would know already that the 121 pilot could have been working in a completely different world where passengers and pilots are cost and revenue and work contracts are common. Not that the chief is sure that the 91 pilot would be better for the job- They just have some of their questions generally answered about the 121 pilot at that point. Some people would make a decision right off the bat, to not hire/interview the 121 pilot. That's really narrow minded, but can also be based on experience working with 121 pilots.
I would imagine that a good percentage of corporate outfits, especially the ones that don't hire often, spend a lot of time interviewing and even have candidates fly a number of trips before making a decision. Like I said, it's not that they can easily make a decision, it's just easy for some people to generalize or stereotype.
I know one particular department interviewed a bunch of 121 pilots, military pilots, and 91 pilots the last time they hired. They ultimately went with a military pilot because he best fit with the group. A 121 pilot was the top candidate until they met the guy they hired. I was told it wasn't easy to make the decision.
I know a different department that will probably never hire 121 pilots again because they've been through at least 2 that were furloughed and went back to the airlines after having gone though the sim. It has nothing to do with work-style, the guys fit in, they just pretty much wasted the departments time.
It's two completely different worlds.
