The reality is that the market is 'King'. All the filters you wish to apply are moveable barriers and will reflect the needs of the operator. Everyone in the business knows that raising salaries to 'buy-in' talent is one way to solve shortage problems but the other is to pay a little less attention to the candidates history. Even Shell would allow a low timer in if you could show that the pathway to the present day was good quality experience, no accidents or serious incidents and you, his/her new employer had a training programme that would ensure competence. There are times when flying hours are not the answer and a good sim assessment will tell you a lot about the basics.
G.