I think your issue is a 2-sided sword.....I mean guys/gals want to upgrade quickly 1)For the higher pay rates, and 2) Of course to log the PIC for the majors.

As your original post stated, about stapling Eagle pilots on the bottom of the AA pilots list, I don't think you will continue to keep guys with the current pay being so low. The only way it would work is if AA signed an agreement with AE that "all future AA pilot vacancies will come from AE pilots only". That AA would NOT ever hire off the street again, unless "NO" AE pilot was qualified....

If you were paying the F/O's higher rates of pay, they wouldn't be as apt to leave (or in this case, just flat out not apply). Again with AE's mins so high, it's killing your applicant pool.

Granted most all new-hires at any regional airline are starting at poverty pay levels for year one, and Eagle is in the Top 5-10 for year 1 pay, but then by year 2 other regionals are surpassing Eagle, therefore making a somewhat decent wage (those at reputable regionals...not mesa & trans-states....lol).........so to get the time need to apply at Eagle, it's going to take them 6-8 months at their current 121 regional (or additional flight instructing), then you want them to apply to fly for you, (hence starting over)....where if they stay with their current 121 company, they will be making more money in approx 2-4 months there, than with your company on year 3-pay scale.....with no chance of upgrade in the near future.

As per your post I above which I have quoted; be honest, what does "Eagle" offer to entice guys/gals to come over from their competitors, or just apply off the street, and what does Eagle offer them to stay?

Heck everyone know Mesa sucks but they and a few others are offering sign on bonuses (some up to $5,000) for experienced pilots. (not that Mesa is the idealistic airline to work for).....

But what does "Eagle" offer that others don't? Here's "one" example I found that "Eagle" offers that others don't......An ATR pay rate at year two for 26/hr, where ASA is 34/hr at year two.....that (based on 75hrs/mth) is a $7,200.00 pay difference for year 2.....and keep in mind ASA mins are only 500/50, plus they are in negotiations for higher pay rates!!!!!!

Again IMHO to get applicants, Eagle must do the following to "guarantee" available applicants and longetivty with their pilot group:
1) Reduce their times (specifically total times) to that which is comparable with the current industry standard.
*** Note Skywest hasn't reduced their mins, but the don't have issues 2,3,4 below to deal with like Eagle does.
2) Increase year 2 pay and beyone for F/O's.
3) Have upgrade time come down to a "reasonable" amount of time.
4) Offer a better "non-rev" benefit travel program for employees and family members.
5) Have it mandatory that AA will not hire street F/O's, you must be a current Eagle F/O or Cpt to apply!
**** Added Number 6 (I was thinking outside of the box) *****
6) Offer a Tuition/Flight Training Reimbursment Program, (they pay off __% of your student loans, per each year of service, or those of you who don't have them, then get a flat __% check for longetivity)....something like that!