Piedmont is Hiring 2025

DeltaJulietTango

DeltaJulietTango

Well-Known Member
May the odds be ever in your favor...
aaregional.wd5.myworkdayjobs.com

Dispatcher Trainee

We can’t wait to share our passion for aviation with you! Join a team that works hard, cares for each other and offers plenty of opportunities to grow. At Piedmont Airlines, our strength is in the way we deliver industry-leading service to our customers and airline partners. To continue our...
aaregional.wd5.myworkdayjobs.com
 
MA1999 said:
So people with the license already can apply too or is this just for people who don't have it yet?
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General rule for these things is you can apply if you will have it by the time you start, or at the very latest, have it when you comp check. If you are just starting class don't apply on this one
 
autosave36 said:
General rule for these things is you can apply if you will have it by the time you start, or at the very latest, have it when you comp check. If you are just starting class don't apply on this one
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Actually, for this listing, it is a training program to get your certificate and then have a guaranteed job.
 
KeepinItLegal said:
If true… This is ridiculous for the hundreds of new dispatchers trying to get into this career. Why can’t the training departments take new dispatchers and train them to their liking? Especially for those who already invested into a cert.
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Well I think airlines with programs like this are looking primarily for dispatchers with ties to the local area. They want to find people that aren't looking for a stepping stone but people who will stay a little longer if not making their whole career there. Regional are good stepping stones but the pay is "low" compared to the bigger airlines, they may be in a less desirable location, etc. Finding local people who want to stay in the area but want a better job is good long term for the airline. It's great to have a mix of all of that.

I realize that it's taking longer to move up these days with hiring not as frequent as it was post COVID. It's back to a more "normal" rate. However, those opportunities DO come, many leave for ulcc or cargo etc. It can be a revolving door at regional and it would be nice to have at a portion of the new hires wanting to stay around more than 6 months.
 
KeepinItLegal said:
If true… This is ridiculous for the hundreds of new dispatchers trying to get into this career. Why can’t the training departments take new dispatchers and train them to their liking? Especially for those who already invested into a cert.
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Regionals know they are stepping stones but at the same time they are a business that competes with other regionals. Dispatchers are important for controlling fuel costs and keeping the operation moving.

Experienced dispatchers overall make better decisions and know better when and when not to make certain decisions. Dispatchers are the main and often only source of the daily operational decisions. Constant turnover means you constantly deal with the problem of inexperience and losing talent at key positions.

Regionals hope and expect to retain talent long term with "competitive" compensation. This obviously is not realistic so these programs are set up to try to find the lifers that will stay for the regional "competitive" compensation.
 
If you do the training program, be prepared for a lengthy commitment or hefty repayment if you leave early. SBY is horrible to commute in and out of (averaging 4-5 flights a day) if you don’t want to move there. COL is high with not a lot to do. Piedmont has some really good folks that you’ll learn a lot from. Just make sure you fully understand what you’re signing up for.
 
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