As a hack on this, when negotiating to join a company, you generally want to be at {highest title} + {lowest on pay band for that title}.
Sometimes specific title requirements preclude this (e.g. "We don't give new people X title immediately"), but it's a good rule of thumb.
It makes yearly pay bumps much easier for your manager to justify ("So-and-so is well within salary ranges for their title"), versus them having to fight for an exception to policy.
The suggestion would be something to do after the pay is already negotiated. You’d want to leave as much room to grow as possible - both money wise as well as your title.
Not sure you're understanding the point: it's something you, as the employee, request when you're negotiating being hired.
Your hiring manager usually doesn't care, as long as there aren't any req:title limitation issues, because it attracts you and generates less paperwork on their side.
Sometimes specific title requirements preclude this (e.g. "We don't give new people X title immediately"), but it's a good rule of thumb.
It makes yearly pay bumps much easier for your manager to justify ("So-and-so is well within salary ranges for their title"), versus them having to fight for an exception to policy.