You are simplifying it too much, the process begins at the interview, in fact the sim eval instructors make notes on new hire interviewees about their upgrade potential for the final assessment.photofly wrote: ↑Wed Mar 01, 2023 1:10 pmOK. I'll suggest that a merit-based process that weeds out only 5% of candidates isn't really merit based at all.
When a new lawyer joins a big law firm, they can imagine making partner, and earning the big $$$$. But they will know the reality that 90% of new recruits don't make it. They stay as associates, or they leave and start their own law firms (small $) or go and work in-house for respectable but by no means stellar salaries.
When a new pilot joins a 705 operation they have every confidence of retiring top of the heap as a wb captain, as long as they're employed long enough. Either they've been lied to (in which case you should be shouting it from the rooftops, because if everyone knew that was a lie then about a million things to do with pilot pay would fix themselves overnight) or else it's not a competitive process at all. If 95% of entrants all "win", then "win" takes on a whole different meaning.
There are/were companies known for ending up with the bottom of the barrel candidates who were PFOd from other airlines, so by that metric they were making less than other pilots doing the same job, ie; GGN. Now it seems the hiring metric has changed, this is simply due to supply and nothing to do with company preference
By the way 10% of lawyers don’t make it, not a significant difference between 5 and 10% really and mine was only an educated guess, could be in the 10% range. I could look at the seniority list and see who in the top 10% of the total list is in the right seat but that wouldn’t account for those who stay there for a better lifestyle.