Recruiter here. You raise a good point: I think this takes the need for compensation transparency to an extreme. However, I strongly support this concept over

Recruiter here. You raise a good point: I think this takes the need for compensation transparency to an extreme. However, I strongly support this concept overall. Often, I see the offer letter essentially presented as a formality once the basics are agreed upon. The candidate has completed the interview process, decided his/her non-financial interests in the opportunity, and received that "personal" positive reinforcement from the hiring manager & team. At this point: sure, the offer letter can include a personalized message to start, but ultimately it's for the candidate to review the hard facts: compensation, benefits, disclosures, etc. I applaud this, but I'm cynical and think it would require an overhaul of the entire system regarding compensation transparency. The status quo offer letter simply benefits the company, and it's hard to justify changing course when only a tiny minority of companies are following suit. If this trend took off, then the threat of a competitive disadvantage come offer time would be a worthwhile motivator. I hope it happens someday.