There's no such thing as a free lunch.......
OK, let's try looking at things from a different perspective - that of the operator.
We all agree that getting a full IR costs a whole lot of cash. Some of us can also agree that instrument training of any sort should be given credit. But there is no escaping the requirement to have sufficient training and experience on a twin before you can eventually move up the exhalted ranks.
An operator taking on a newbie with an IR gained on a single, be it piston or turbine, has to commit a large amount of its own cash into training the pilot to the relevant level, including paying for the rating etc. What promise has the operator got that said newbie will thank them by taking his newly gained rating and chasing after a job with the operator he really wanted to work for?
Some operators have "cadetship" schemes in place whereby they take a no time, or low fixed-wing time pilot and pay for him/her to go through training at a preferred school. There is normally a tough selection process with a high attrition rate, the succesful pilots invariably having to sign a penalty clause which ties them to the company for a number of years. Early departure requires a pro-rata payback of all training costs.
When these pilots complete the initial CPL(H), the operator already knows the standards applied during training. Conversion onto a multi-engine type usually takes place at the operators own TRTO school. More time and/or money gets added to the penalty clause.......
Maybe you should try selling yourself to an operator with the proviso that you will pay back training costs in kind. Too many guys are out there looking for a quick and cheap way to feather their nests before moving on. Give the employer something to put their faith in and maybe things might change.........or maybe they wont. But it might be worth a try!