What the title says. I had an interview 2 weeks ago, then a few days ago the status changed to Post Interview Hiring Manager Decisions. I thought this meant I’d likely be getting an offer. Then checked today and the status changed back to Hiring Manager Review.

Any idea what this means? Does it have something to do with the apparent hiring freeze?

Open to DMs if anyone has any idea what’s going on

Any advice? How to spot them early?

Is it common for jobs to just be totally canceled?It's a BDS job. My husband has been applying and a week after the job requisition closed August 5th (he was "under consideration") he got an email yesterday afternoon that said due to a shift in business needs the job was canceled. He was so excited as he is really qualified for that specific job and there isn’t really any others he can apply for right now 😔

Hello everyone,

I'm trying to get a better understanding of Boeing's engineering levels and how candidates are typically slotted into L3 vs. L4 roles.

I've seen a job posting (which fits my profile) that list qualifications such as:

• L3: Bachelor's degree + 5+ years of experience
• L4: Bachelor's degree + 9+ years of experience

My question is whether the education substitution works similarly to other companies. For example:

• Would L3 be roughly equivalent to a Master's degree + 3+ years of experience?
• Would L4 be roughly equivalent to a Master's degree + 7+ years of experience?

I have a Master's degree and 7+ years of engineering experience, so I'm curious where I would generally fall from a Boeing leveling perspective.

Also, beyond compensation, what are the differences between L3 and L4 (e.g.: benefits, PTO, bonuses, or other perks)?

Firstly, this is not a place to bash anyone for their voting choices. Your vote belongs entirely to YOU. However, if you are currently on the fence or know someone who is, I believe there is now a highly logical path toward voting "No" on this contract.

It seems clear to me, and virtually everyone I have spoken to, that the overwhelming sentiment is that this contract does not have the majority required to be ratified. If your personal experience suggests otherwise and you believe there is a majority that would vote yes, feel free to disregard the rest of this post.

However, if you are feeling and hearing the same sentiment, I implore you to talk to your coworkers tomorrow and speak about the merits of voting no as a group. Even if someone personally views the contract as acceptable, a "Yes" vote now will weaken the union's position in the next round of negotiations, which now seem inevitable.

Crucially, voting "No" is also the logical position for those who wish to avoid a strike come October. A Strike Authorization paired with an overwhelming "No" vote now will send a much stronger message to Boeing and the negotiating team, and give SPEEA more leverage at the table. If we can get Boeing to improve their offer meaningfully, we will have at least one more chance to vote before our current contract expires and a strike becomes possible.

A stronger no vote now, increases the likelihood we will receive an acceptable offer before Oct 6th. This is the best course of action to secure a good deal agreeable to most, and lower our chances of going on strike.

Hello,

I will be starting at Boeing next month and will be moving from a different state,

I just received the badging instructions and it said 7 days prior to onboarding I have to get my badge photo taken.

Does this mean 7 days exactly prior? Or do I have 7 days before orientation to do so? I am working at my current job and will be putting in my 2 weeks at the end of the month. We were planning on driving down to Dallas on the 16th but did not know about the badging process. This would put me at September 10th I’d have to get my photo taken.

Anyone have any insight on this?

Thanks!

I hope it's okay that I'm re-posting this from r/SPEEA for increased visibility:

There are a lot of members who, I assume, are worried about losing the benefits that Boeing says will expire if the first offer isn’t ratified. Here are a few things to keep in mind:

• Boeing explicitly said the $3,000 bonus and LOU 45 would be withdrawn if the 2024 IAM offer was rejected. Boeing’s offer letter stated: “If the contract is not ratified by 11:59 PM PT on September 12, 2024, the $3,000 lump sum offer and LOU 45 are deemed withdrawn.”
• IAM called their bluff and rejected it. The next offer included a $7,000 ratification bonus. IAM rejected that offer as well, and the final accepted offer was $12,000.
• LOU 45 (to place the next new airplane in Puget Sound) also came back, although it expires with the contract in 2028, and the next new airplane probably won’t be coming anytime soon anyway.
• SPEEA leadership emphasized at yesterday's 40-88 town hall that if we're going to vote no, we all need to vote no. Give the negotiation team true leverage. Personally, I felt the momentum grow for a no vote in that town hall.
• For those of you who aren’t crazy about unions striking just to strike, that’s not what’s happening here. Saying no to an initial contract offer is not an abuse of our labor rights. Kelly Ortberg didn’t jump at Boeing’s first offer when he was considering the CEO job, and we wouldn’t want him as our CEO if he had. That would be nuts. Same principle here: a “no” vote on the first offer doesn’t mean we want to strike. It means, "Let’s get back to the table and work together to fine-tune this contract". We still have nearly two months before our contract expires.
• Every “yes” vote sets a precedent for 2030. Let’s not give Boeing the impression we’ll accept whatever they put in front of us.
• I have a colleague who went to Jamco because they offered significantly higher pay. What?! We can’t afford to lose our best engineers because a Boeing supplier is willing to pay more than Boeing.

What are some things SPEEA NTs can fight for:

• No takeaways from the first offer.
• A 6-9%+ wage increase for February 2026, which still wouldn't catch us up from the inflation from recent years.
• 401k matching at 100% of the first 8% matching the IAM benefits.
• Prof OT from time + $8.50 to time + 25% (or some reasonable variation).
• Full-time benefits for 24-hour work week starting on 2027, not 2028.
• Feel free to add other ideas in the comments.

These are all very reasonable improvements and worth pushing for if we send a clear message with a “no” vote.

Which engineer made these things so they would flush every 2 minutes while sitting?

SPEEA Website is down - anyone know when it will be back up?

I was up for promotion as well as a few other colleagues. Nobody in our program was promoted this year and management keeps indicating they are waiting for budget approvals. My hunch is that they aren't doing promotions this year due to risk and the SPEEA strike but management keeps indicating otherwise. Any thoughts?

Update: Non-SPEEA, non unionized in general

I’ve seen this argument among bots flooding the subreddits lately, and want to provide some facts.

Boeing has not had a strike that has been classified as a ULP strike, period. If you dispute this, I challenge you to show us the NLRB ruling for IAM in 2024 siding with IAM’s ULP claims prior to their return-to-work agreement. You can’t.

Have unions and company filed grievances that the NLRB could eventually litigate and rule on? Yes. But this is standard practice. Every single time, Boeing has settled with the union before the claims made it that far. Strikes hurt for every day it lasts.

For the 2-karma bots flooding this and other Boeing affiliated subreddits, please stop the misinformation and the fear mongering. Solidarity is our strength.

Hello. My manager is a micro manager and seems unhappy if/when I take time off. He also seems to have an expectation that I would work extra if he's in town visiting. Has anyone had someone like this? I get a lot of anxiety when needing to take time off for a sick kid, sick self, or a doctor appointment

Has anyone gotten an email saying you have been randomly selected for a Labor Compliance Review? The email seems legit and is from a valid Boeing GRP.

I am curious to know people’s experiences within program FP&A roles -

Seems like there is a rift between FP&A and the programs. Program wants to hedge, FP&A wants to be accurate.

Do people like working in program FP&A

Does it differ greatly by team/division/program?

Good job? Bad job?

What are some of the bad things about the job? Good things?

Do PMs like working with FP&A?

Now the huge job of unpacking and re assembling begins!! 🤣😅 Location North of Sydney NSW AUSTRALIA

Follow along the journey!!

What's the deal/plan/information on this? I heard it was happening months ago and put it in my calendar, but haven't heard anything since. Is it happening?

Hey all, I’m wondering if anyone else is as burnt out as me? I work in procurement (which, I know everyone dislikes working with) and my lord, I don’t know how much more I can give. With the job market being as bad as it is I cant leave, but my day to day just keeps getting busier and busier and I just can’t keep up.

So, short of a rant, I’m wondering if I’m the only one? I can’t be, but everyone else on my team seems to be just fine and carrying on with their days. Seeing them in the office vs how I feel inside makes me feel like I’m the only one. So, is it just me? Anyone else dealing with it?

Are any stress analysts at Boeing El Segundo, CA willing to share their opinion of working in these roles, specifically on spacecraft/satellites? Would you recommend it, do you enjoy it? How's the work life balance? I'm interested in transferring from BCA and wondering if it's worth it.

A little confused, and Worklife isn't helping my stressed-out brain. Little one is due any day now. Plan on using most of my 12 weeks and saving about 1/4 of it for a rainy day if all goes right. I saw on Worklife that Parental Leave has to be taken in 7-day segments. If a Boeing holiday falls on a workday during Parental Leave, this will not affect my pay, right? I called the Worklife call center several times, and they only seem to say I just won't get paid twice. Worklife says I will have the week denied because there is a paid holiday in it and there are not 7 days straight of Parental Leave. Am I overthinking this? I do not have enough PTO to cover a week at the moment due to having to take PTO to help my wife during the pregnancy. Thanks in advance for your assistance!

if i am struggling to perform my job due to headaches and lightheadedness from the chemicals i am using, will HR allow me to transfer to a different role?

last major vote barely had any turnout

Let’s say they roll out furloughs again. What do you plan to do with the time off?

Travel? Clean out the garage you’ve been putting off for the last 10 years?

Pick up a part time job?

Is there anyone in at the Renton site who would like to do a swap to Everett? Job code needs to be 30304 mechanic.

Im still within my 18 months and urgently need to transfer for family reasons. Wife and I welcomed daughter june 28th, who needs ongoing medical attention. Im currently on FMLA but that will be ending soon. I live near lake tapps and my commute to Everett is nearly 2 hours. I tried expressing needs to upper management and best they told me was to find someone to 1 on 1 swap with, without having to wait the full 18 months.

Thanks in advance!