Salary transparency: what to put in the job spec
The case for posting salary ranges, the right way to write them, and what happens when you don't.
The case for posting salary ranges, the right way to write them, and what happens when you don't.
The data is settled
Roles with posted salary ranges get more applicants, better aligned applicants, and faster fills. Roles without ranges screen out the candidates you most want to hear from.
Write the range honestly
A 20 to 30 percent spread is normal for a senior IC role. A 60 percent spread tells candidates you have no idea what you're hiring for.
Anchor the range to evidence: market data, your last comparable hire, your budget.
If you can't post a range
Then have it ready for the first call. Refusing to share a range until offer stage is a tell that you're hoping the candidate names a low number first.
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