I'm no longer in a management position and wouldn't post what is currently private company info on HN, but I'll tell you how it worked at literally every compan

I'm no longer in a management position and wouldn't post what is currently private company info on HN, but I'll tell you how it worked at literally every company I've worked at that is not a very small startup: There is an internal document that specifies each level and the exact comp bands for each role (like all companies there is a range of salaries but it is specified, and again this is the practice a multiple companies I've worked at). There is a lower and upper bound of salary for level, target bonuses are fixed at a percent for ranges of levels and the same goes for equity grants. The details of what defines each level of seniority is clearly spelled out in terms of typical ranges of previous experience, responsibilities of the role, reporting structure, assumed level of autonomy etc. These are also calibrated across teams at each review cycles and continually kept up to date. During interviews there are set guidelines for how well a candidate performs given the target level of the role they are applying for an assess which level is appropriate. This is not the same as saying "don't actually know what they would be willing to pay someone." and "it depends on a range of factors" At every company that is not sub 100 employees that "range of factors" is clearly defined. I honestly have a hard time believing you've worked recruiting for any major tech company and haven't come across similarly detailed documentation regarding levels, comp bands, and evaluation of candidates.