In the modern job market, job seekers are more informed, more values-driven, and less willing to play guessing games—especially when it comes to compensation. While employers may have historically hesitated to share salary information, today’s best candidates often expect it.
SHRM reports that 50% of U.S. job listings now include some form of employer-provided salary information—a clear sign that transparency is becoming the norm, not the exception. And it’s not just a best practice; it’s increasingly becoming a legal requirement.
Currently, 14 states require employers to provide salary information to job applicants. These include California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, Nevada, New Jersey, New York, Rhode Island, Vermont, and Washington.
Offering clear and upfront pay ranges in job postings isn’t just a trend—it’s a competitive advantage. From improving the quality of applicants to strengthening employer reputation, here’s a deeper look at why transparent pay ranges matter.
Builds Trust and Sets Expectations
Transparency is one of the first ways to establish trust with job seekers. When salary information is omitted from a posting, it can lead to unnecessary skepticism or assumptions about hidden agendas. Conversely, being open about pay signals that your company values honesty and respects candidates’ time.
When expectations around salary are aligned from the start, the entire hiring process becomes more collaborative and grounded in mutual respect.
Improves Applicant Quality and Relevance
Listing a salary range helps ensure that applicants are both interested and realistically aligned with the compensation being offered. It filters out candidates who wouldn’t accept the position due to pay, and draws in those who are truly considering the role for the right reasons.
This leads to more focused applicant pools and fewer wasted interviews—saving time for both the hiring team and the candidate.
Reduces Time-to-Hire
One of the most common roadblocks in hiring is reaching the offer stage only to find out that the candidate’s salary expectations don’t match the company’s budget. By stating the salary range upfront, you reduce the likelihood of late-stage surprises or drawn-out negotiations.
This clarity helps streamline hiring decisions and accelerates the timeline for filling open roles.
Supports Fairness and Pay Equity
Transparent salary ranges can help address and reduce pay disparities across gender, race, and other demographics. When pay expectations are consistent and public, it becomes harder for unconscious bias or inconsistent negotiation tactics to result in unequal compensation.
For organizations committed to equity, including a pay range is a meaningful and measurable way to live out that commitment.
Enhances Your Reputation as an Employer
Job seekers are researching companies more thoroughly than ever. Transparency around compensation is one of the top factors that candidates look for when evaluating where to apply. Companies that consistently share pay information are often perceived as more ethical, people-focused, and progressive.
This perception can influence whether a candidate applies to your job posting—or someone else’s.
Meets Growing Legal Requirements
In addition to the cultural shift toward transparency, there’s also a legal one. Many cities and states have begun enacting laws requiring employers to include pay ranges in job postings. Staying ahead of these regulations not only keeps your organization compliant, but also shows leadership in adopting fair practices.
Sharing salary ranges isn’t just about numbers—it’s about communication, alignment, and values. By being transparent, employers demonstrate that they understand the modern workforce and are willing to meet candidates where they are.
Whether you’re a growing company or an established organization, embracing transparent pay practices can help you attract stronger candidates, streamline your hiring process, and build a more equitable workplace.
