Normalizing Job Offers

A friend that seemed to be enjoying job interviewing way too much (spent more than 6 months each time courting with companies during his two job hunting phases since I get to know him 3yrs ago) had created a little calculator to allow him to compare often rather dis-similar job offers.

The problem here is that there is an underlying assumption that companies would benefit by not becoming easily comparable on a simple quantitative yardstick to other companies - they somehow benefit from offering a unique product that is its own little monopoly - ie a product that is not easily comparable to other products - the marketing pitch around the job is always trying to drive home that uniqueness. In some way they try to make applicants think that money should be the last thing they should be thinking when they are applying to work for this company.
But thats inefficient and wrong and against the current trends of transparency, quantification, objective measurements and optimization, data science etc.

The silly thing is that companies often do have the best cash-equivalent offer - even if they don't give the highest salary. The vast majority of the job benefits can be quantified so as we can obtain their $-equivalent, whether it is free meals, working from home, giving shares instead of stock options or  a low strike price. Its just a bit  hard and we don't have good tools to do it.

The other side of this problem is that the lack of transparency  makes collecting this info hard -
especially for a new person - and not only that but not transparent/official rules that the company treats in the same way as cash compensation can subtly change - with a new manager, or a not so positive board meeting - altering the unwritten contract between the employees and employer.

So I think this is wrong and there is a way to fix it.
It is hard to fix it for the outsiders - they get exposed to a tiny part of what the company truly - but it can be fixed for the insiders. The insiders have all the above information and they can tryly assess the complete compensation package that the company actually offers. Or putting in the inverse way they can easily determine the price that someone has to beat to make an employee consider their offer.