Including Salary in Job Postings: Yes or No?

If you’ve ever wondered whether to include salary information in your job postings, you’re not alone. Many recruiters struggle with this decision. On one hand, listing a salary that’s too low could deter qualified candidates. On the other, disclosing a high salary might attract a flood of unqualified applicants. So—what’s the right move?

Let’s start by defining what “competitive pay” really means, then explore the advantages of including salary in your job ads—and how to do it effectively.

What Does “Competitive Pay” Actually Mean?

“Competitive pay” typically refers to compensation that meets or exceeds the industry standard for similar roles in your region. A company offering competitive pay is signaling that it’s willing to attract and retain top talent—and possibly negotiate.

However, not all companies claiming to offer competitive pay actually do. The phrase is often used as a catch-all that creates more confusion than clarity. That’s why it’s essential to understand where your compensation package stands before you publish a job post.

Need help benchmarking salaries?
Use online salary estimation tools to compare wages across industries and regions. These tools leverage real-time data from job boards to give you an accurate picture of market standards.

Why You Should Disclose Salary in Job Postings

• • Candidates want transparency
    Our research into candidate behavior reveals that one of their top frustrations is a lack of information—especially when it comes to pay. No one wants to go through multiple interviews only to discover the salary is far below expectations. Including salary info upfront shows respect for their time and effort.
  • It gives you a competitive edge
    “Knowledge of compensation is key,” says Daniel Kijewski, Director of Enterprise and Staffing at Talent.com. In fast-moving sectors like retail or delivery, “50 cents can be the difference between being a leader or a loser.” Salary transparency attracts more qualified applicants who are already aligned with your offer.
  • It attracts passive candidates
    Passive job seekers—people who aren’t actively job hunting but would consider the right opportunity—are tough to reach. A compelling salary range could be the nudge they need to apply.
  • It signals transparency and trust
    Today’s job seekers care about culture and values as much as compensation. By being upfront about pay, you show that your company values openness and fairness, which can enhance your employer brand.
  • It saves time
    Including salary acts as a natural filter, reducing the number of applicants who are a poor fit from the start. That means fewer screening calls and less time spent on mismatched interviews.

Best Practices for Disclosing Salary

• • Provide a detailed salary range
    Instead of listing a single number, offer a range that reflects different experience levels. For example, if the range is $50,000–$70,000, break it down by skill level or years of experience. This clarity helps set expectations and streamlines negotiations later.
  • Use the right placement
    Avoid putting salary in the job title—it can appear unprofessional and reduce clicks. Use the designated salary field provided by most job boards. This ensures the salary info is visible in filters and doesn’t crowd your headline.

Can’t Share Salary? Here’s What to Do Instead

Sometimes, you’re just not able to disclose salary. Maybe you’re a startup with tight budgets or working within a confidential compensation structure. In that case, highlight your other strengths.

Ask yourself: Why should someone want to work here?
Emphasize your company culture, mission, and perks—like remote work flexibility, healthcare benefits, mentorship opportunities, or even pet care and student loan assistance. Start your job post with what makes you unique to grab attention early.

Conclusion

Including salary in your job postings can work in your favor. It appeals to job seekers, sets you apart from competitors, builds trust, and saves time. When you do disclose it, offer a clear range and use the appropriate placement. And if you can’t share salary details, lean into your company’s strengths to keep candidates interested.

Bottom line: Salary transparency is more than a trend—it’s becoming the new norm.