> The fact is that many employers don't actually know what they would be willing to pay someone. Until they have met them, assessed them, heard what they salary

> The fact is that many employers don't actually know what they would be willing to pay someone. Until they have met them, assessed them, heard what they salary target is and weighed it up against their skills and experience and calibrated it against the team. With few exceptions, what you wrote is not accurate. Most companies have salary bands for every position based on level within the band. Companies know both the position and level they have in mind for a candidate before the first on-site interview, and often before the initial screen. The interviews reveal what the leveling should be, and sometimes indicate a different role is more appropriate. The vast majority of companies will not negotiate outside those relatively tight bands for most IC and other low level (management) roles. So having a target salary in mind is fine for an assessment of an offer, but not all that helpful if the goal is to not waste time up front. Some exceptional candidates might successfully negotiate for a bump in in-band level or even position, but it’s rare.