[runako]

> I take into consideration a lot of factors that center around how much worth someone brings to the table

This is the heart of the matter. It's pretty well-studied that some less-represented groups are systematically underpaid for similar work than more-represented groups of employees. Empirically, that "worth" calculation is not objective.

> I then work out a range I'm comfortable offering

Employers frequently pretend they do not have a range in mind by saying comp is "DOE." But it usually isn't solely DOE, it's f(abstract role, person in role). So a entry-level data entry role isn't going to be worth $800k annually no matter how much experience. The employer has a range in mind before they see a single resume. I don't see the issue with publishing that range as part of the job description.

I actually think there will be a follow-on benefit to companies in reduced turnover (the hires that jump too soon because the job doesn't really pay enough but the candidate was too invested in the process to back out by the time comp was discussed) and reduced load on recruiters (by having people self-select out before the interview process). Every company aims to do these things when marketing offerings to its customers, I fail to see how it would be a bad thing to do when marketing to potential employees.