Pay transparency can increase job posting views and applications. Not sharing the pay range decreases views and applications.

• 77% of job seekers say they’re more likely to apply to a job that includes a salary range (Glassdoor, 2023).
• 84% of workers consider pay transparency “very” or “somewhat” important when evaluating a job opportunity (Payscale, 2024).
• 63% of candidates have declined to apply to a role because the salary wasn’t listed (LinkedIn Talent Solutions, 2024).

Recruiting is a sales funnel. Transparency speeds up the process, resulting in a new hire starting sooner. Waiting to share the pay range until the interviews start results in frustrated applicants that don’t even complete the selection process.

• Companies that disclose salary ranges fill roles 15–30% faster on average (SHRM, 2023).
• Reduced ghosting: Candidates are less likely to disengage late in the process when expectations are aligned early.
• Higher-quality applicants: Transparent postings attract candidates whose salary expectations match the role, reducing mismatched interviews.

Transparency ensures a focus on parity and reduces the risk of discrimination claims. Hiding pay ranges leads to distrust and perceptions of bias.

• Organizations with transparent pay practices see up to 30% smaller gender pay gaps (Harvard Business Review, 2022).
• Salary transparency helps mitigate unconscious bias by anchoring offers to role-based ranges rather than negotiation leverage (which often disadvantages women and underrepresented groups).

As of 2025, more than half of U.S. states and major cities have enacted or proposed pay transparency laws requiring salary ranges in job postings. Non-compliance can result in fines, penalties, or legal action.

Key Jurisdictions Requiring Salary Ranges in Postings (as of Oct 2025):

	STATE	LAW	PENALTY
	California	Required for employers with ≥15 employees	Fines up to $10,000 per violation
	New York State	Required for all job postings (since Sept 2023)	Fines up to $5,000
	Colorado	First state to mandate it (since 2021)	Fines up to $10,000
	Washington	Required for employers with ≥15 employees	Fines and back-pay liability
	New York City	Required since 2022	Fines up to $250,000 for willful violations
	Connecticut, Nevada, Rhode Island, Maryland, Hawaii, Illinois, Cincinnati, Toledo, Jersey City	All have active or phased-in laws	Varying fines and enforcement

Outside the U.S. :

• EU: The 2023 EU Pay Transparency Directive requires salary ranges in job ads starting in 2026.
• Canada: British Columbia and other provinces are moving toward similar mandates.
• UK: While not yet required, the government is consulting on mandatory pay disclosure.

Even if your company isn’t headquartered in a covered jurisdiction, posting a job online that’s visible to residents of those states/cities may trigger legal obligations.

You really need to post salary/pay ranges when you post a job.