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No Salary Info in the Job Posting? Hard Pass.

Erika Willitzer
2 days ago
2 min read

Let’s be real: if you’re asking me to invest my time, energy, and expertise into your company, the least you can do is tell me what you’re willing to pay. No salary info in the job posting? That’s a hard pass.

I’m not alone. According to a 2022 survey by Indeed, 75% of U.S. professionals are more likely to apply for a job if the salary range is listed. And more than half said they’d apply to a company they’d never heard of—if the pay was clearly stated.

So why do so many employers still leave compensation off the table?

What’s Behind the Silence?

Some companies argue that omitting salary gives them “negotiation flexibility” or helps them “attract a wider range of candidates.” But let’s be honest: it often feels like a tactic to lowball applicants or hide internal pay disparities.

And it’s costing them.

A recent analysis of 8,000 LinkedIn job ads found that 36% of U.S. listings didn’t include salary details, despite growing demand for transparency. Yet, in states like New York and California, where salary disclosure is now required by law, companies are seeing faster hiring cycles and reduced gender pay gaps.

Why It’s a Bad Look

Here’s what happens when salary is missing:

Wasted time: Candidates go through multiple interviews only to discover the pay isn’t even close to their expectations.
Distrust: Lack of transparency signals a lack of respect. It makes applicants feel like they’re being sized up for the lowest possible offer.
Talent loss: Top candidates—especially passive ones—won’t bother applying if they can’t see the value upfront.

In short, hiding pay doesn’t just frustrate job seekers—it actively repels them.

Better Ways to Attract Talent

If you want to build trust, attract aligned candidates, and stay competitive, here’s what works:

1. Post a Salary Range

Even a broad range (e.g., $60K–$80K) sets expectations and filters out mismatches. It also improves visibility on job boards, which often prioritize listings with pay info.

2. Conduct Regular Pay Audits

Before going public, make sure your compensation is fair and market-aligned. A pay audit helps uncover disparities and build a foundation for transparency.

3. Communicate Your Compensation Philosophy

Explain how pay is determined—based on experience, performance, or market benchmarks. This builds trust and shows you value fairness.

4. Use Pay Transparency as a Brand Differentiator

Companies that embrace transparency are seen as more ethical, inclusive, and forward-thinking. That’s a magnet for top talent.

Final Thought

All I want is fair pay. And when companies dodge that conversation, it feels like they’re trying to shortchange me before we’ve even started. Transparency isn’t just good ethics—it’s good business.