I don't want to be a pedant but more stock or time off are raises by another name. They're literally money the company gives you.
The company also would be giving you money if they, e.g. , gave you sets of annual Disney tickets, or a family membership in a luxury gym.
That's the whole point - there's an unlimited amount of potential outcomes that your original hard limit doesn't cover. Of course your final decision can be targeted towards "net value to you", but fundamentally, you can only assess net value once you have the facts.
Your hard limit becomes "I'll quit if I don't like it". Which, really, you don't need a "hard limit" for.
There are degrees of liquidity and "cash-like"-ness. Converting stock in a publicly traded corporation into cash is trivial. Companies with RSU plans have an auto-sale option so you never have to deal with the stock yourself if you don't want to. You just get cash in your bank account. Paid vacation is literally cash (they pay you money but you don't have to work), or is paid out as cash if left unused.
That's not the same Disney tickets or membership in a gym. If you don't need those things then turning them into ready cash takes a bit of work.