This seems pretty silly. There are plenty of people who will outright rule out anything below 200, or 250, or 300. None of them will apply in this scenario.
I do. I flat out ignore comp in postings and negotiate based on my own perceived value. I've always ended up above the posted ranges. Have for the last 15 years or so. It's why I hesitate to publish them in job descriptions. I worry about weeding out top talent because my standard comp is below their range. I hire a lot of mid/senior and the range is based on them. If a truly unique person shows up that we think could really elevate the team, we'll pay for that but I can't advertise that and set incorrect expectations for everyone.
I'm the opposite and maybe it's impostor syndrome but I'd never apply for a role that has a way out of the ordinary salary. I usually have a range in mind for what I consider fair and decent compensation for my skillset and if I get an offer that's a bit higher then it comes as a nice surprise.
So I can kinda see how not advertising above the normal probably allows them to attract decently skilled folks who might not normally apply for a 200k+ job, and they might actually be better. And of course for the applicant when they get that healthy offer they didn't expect everyone wins.