If you’ve ever scrolled through job boards, excited about a potential role, only to see “Salary: Competitive” or “DOE (Depends on Experience),” you’re not alone. Employers across industries often avoid posting salary ranges on job listings, leaving candidates frustrated and in the dark. But why? What’s stopping companies from being transparent about pay?
Here are some of the main reasons why employers choose not to disclose salaries upfront—and why it might be time for that to change.
1. Employers Want Negotiation Leverage
One of the most common reasons companies withhold salary information is to maintain leverage during salary negotiations. If an employer states a salary range upfront, candidates might demand the higher end of that range. By keeping the salary ambiguous, companies can assess a candidate’s expectations first and potentially offer a lower figure if they believe the candidate will accept it.
2. Pay Discrepancies Could Be Exposed
Some companies have inconsistent or outdated pay structures, where employees doing the same job are paid vastly different salaries. Publicly posting salaries could highlight internal pay inequities, leaving businesses vulnerable to employee dissatisfaction or even legal action.
3. Flexibility in Budgeting
Employers may have a general salary budget for a role but prefer to adjust it based on the candidate’s skills and experience. If a highly qualified candidate applies, they may be willing to stretch their budget; for a less-experienced applicant, they may offer less. Keeping the salary vague allows them to tailor offers accordingly.
4. Avoiding Competition From Other Employers
Some companies believe that if they post their salary ranges publicly, competitors might use that information to lure talent away with slightly higher offers. Likewise, employers might fear that revealing salaries could drive up pay expectations across the industry.
5. Internal Employee Concerns
If a company posts a higher salary for a new hire than what existing employees make in the same role, it could create tension and dissatisfaction among current staff. This is especially true in organizations where pay increases have been stagnant for a while.
6. It’s Simply the Status Quo
For years, salary transparency was not the norm in many industries. Employers have operated under the assumption that withholding pay details is standard practice. Even though job seekers today increasingly demand transparency, many companies haven’t yet adjusted to this shift.
Why Salary Transparency Matters
Despite these reasons, salary transparency is becoming more common, thanks to new laws in states like California, Colorado, and New York requiring companies to disclose pay ranges in job postings. Job seekers today have more access to salary data through platforms like Glassdoor and LinkedIn, making it harder for companies to keep salaries secret.
Posting salaries upfront benefits both employers and job seekers by saving time, reducing pay gaps, and fostering trust. While some companies still resist change, the pressure for greater transparency is growing—meaning we may see more salary disclosures in job posts in the near future.