In practice/function, most people's "bonuses" are pretty much guaranteed. Some have a mix of "target" and "discretionary", but the former is basically an incentive to stick around the full year and isn't based on performance or profits.
Also, how in this day and age are most HR professionals incompetent when it comes to discussing comp? COMPENSATION, idiot, of which base salary is only one of several components. Oh, wait a minute, your bonus target is only 10%? You don't offer health insurance? I need to change my answer for base salary.
Here's a classic related to the above. I had a discussion on a interim-to-hire position, and I know the market pretty well. End up coming down to my bottom line number, which is still almost 50% higher than what they were offering. So I asked a few questions, and was basically dead nuts on the fully loaded number, but their target was based only on the base salary. I'm sitting there kind of dumbfounded - HOW IN THIS MARKET do you think you can offer a contract rate well below the total comp of the actual position? Not to mention using long interim contracts as a screening tool probably won't work well in this labor market.