Define "full job". Define "Direct Entry". I think you are using terms that totally misrepresent the present situation at best. At worst, you make a very inaccurate statement.
Going to a CTC Open Day is likely to get you further information. That information is highly unlikely to be impartial and unbiased. The quality of that information is partially dependent upon the quality and precision of the questions asked, and heavily dependent upon the interests of those giving the answers.
Flexicrew is not "a full job". Nor is it "direct entry".
It is fixed term (three years), zero hours contracting.
It is not a permanent contract with fixed salary, benefits and full employment law protections. To get that you must land a permanent contract. In the UK, these simply are not available in easyJet.
As a Flexicrew pilot you are not employed by easyJet, you are employed by CTC. On a zero hours contract you will never be made redundant due to the airline not needing you. You will simply not be flown and therefore you will not earn any money. Try claiming benefits with that contract. Try paying your loan back with that contract in a low hour month, or string of them. Winter is cold. Colder when you can't pay all your bills. Try having a reliable second job on a random roster.
Possible changes in the pipeline at easyJet does not improve that situation. It simply paves the way for more and worse. The only way out is to get a job at a different operator or apply for a permanent continental contract if they become available again and you have the required hours, an acceptable training record and can pass the assessment process (which is into its second iteration).
Believing at face value what CTC tells you about its programme is naive. The serious posts on here about this programme, where it leads and the terms and conditions in eJ are generally easy to spot. And yes, they are broadly negative.
A major reason for this is because easyJet has decided to adopt essentially cut throat, short term, exploitative practices against its own employees across all European operations in a direct attempt to lower it's crew costs. It publicly committed to this strategy in the 2011 results announcement to the markets, in it's 2010 strategy announcements to staff and the markets and in it's 2008 strategy announcements, to name a few instances.
The rostering and lifestyle package that the management released is designed to achieve exactly that: more work for less money over the next four years, plus an increasing dependence on variable productivity/performance related pay which will force greater compliance and pliability onto the workforce over the years, while undermining the older pilots T&Cs with the newer guys T&Cs. The Company is re-engineering from the bottom up and the top down simultaneously. It is trying to force the guys at the top to vote in worsening conditions at the bottom by witholding their pay rise until they agree to a total package which shafts the new guys. In the medium to long term, the new guys' terms will come to dominate, and they will be so far behind the old terms that no union will be able to play catch up, least of all BALPA, the union that helped bring in the Flexicrew contracts, has achieved nothing in the last 2.5 years to stop or improve those contracts AND actually recommended a down grading of UK First Officer terms that it never revisited even though it was conned into the down grade.
easyJet growth is slowing down. The business is fairly mature. To get further increases in profits the options must include: cutting internal costs, some of the biggest being wages, benefits and pensions; better network management i.e. deploying aircraft on the highest yield, highest load routes, which inherently requires as much flexibility as can be achieved, a major block to which is people, their contracts and rights.
Trouble is, where else are you going to go?
Oh yeah, they know that too.