Pros for upfront salary disclosure

Happy satisfied hr manager handshaking hiring successful male job candidate, smiling employer company executive shaking hand
fizkes / Shutterstock

Boost your company’s reputation with transparency

Of course, prospective employees want to know as much as possible about a job before committing — benefits and perks, location, work culture.

However, a survey a few years ago by employer review site Glassdoor found that people looking for work rank salary No. 1 for what they value most in a job ad, with 67% of respondents choosing it as a top piece of information they want to learn in the post.

If you don’t include salary, it’s a safe bet that some people will assume you’re underpaying, recruiting professionals say.

And when you disclose pay, everyone who applies should feel more comfortable that they’ll be compensated at the same rate as any other applicant, no matter their gender, race, nationality, etc.

Recruit the most interested candidates

When you share the salary from the start, you’ll know that people who apply are agreeable to the amount and therefore probably more motivated to get the job.

On the flipside, you’re liable to lose some candidates who won't even consider applying without knowing the salary figure. And even if you hold back the pay information, people can still find a lot of compensation data in government databases and on job review sites.

Back to the example of ZipRecruiter, the hiring platform provides a tool for job seekers to search salary data among 7.5 million jobs posted on the site every day. So it’s good to remember just how much salary information is available when you post a job with ZipRecruiter or any other listing site.

And remember, employed people looking to level up are part of the audience for your job advertisement, and salary may be especially important to those candidates. They likely have more flexibility than unemployed people to take more time with their job search and wait for the right salary to pop up in job postings.

Avoid wasting your time or the applicant’s

Eventually, you'll have to share the salary, even if you wait until late in the process when presenting the job offer.

Do you really want to spend time and resources vetting an applicant who insists on a much higher salary than you can provide? And applicants would probably prefer to avoid the stress of the nail-biting interview process if the pay rate is lower than the amount they would consider.

Simply add Capital One Shopping to your browser, and shop like normal. This free tool does the work for you.

Install Capital One Shopping

Possible cons of publicizing salary in a job post

Confused unhappy young korean asian woman looking at laptop screen, feeling dissatisfied reading email with bad news
fizkes / Shutterstock

Employees with lower salaries will take note

So let’s get into the other side of the argument: Why don’t jobs post salaries? For one, if you share the salary range publicly, your employees who didn’t get at the same rate will probably see the figure and wonder why their starting pay was different.

This becomes an especially difficult situation when an employee with the same or similar job duties as the advertised position is paid less than what you’re offering the new hire. It makes sense that that person will likely ask for a raise or even look for a new job with a different company.

You’ll attract some applicants interested only in salary

Most companies are looking for employees with the right skills and experience, and who fit with their workplace culture. One potential downside of including the salary range on a job posting, especially for a higher-paying position, is that you could pull in applicants who are motivated mostly because of the money. You also risk hiring a job-hopper who will leave for a higher salary as soon as one surfaces.

One less tool is available at job offer time

Some companies want to negotiate to hire someone with less experience at a lower rate. Or they want to keep flexibility to offer more money to persuade a sought-after candidate.

Sharing a below-average salary nets less applicants

A negative reason that a company might leave out the salary in a job posting is that leaders already know, or at least suspect, that the pay range is below the industry standard. Sharing a salary on the lower end could cut into your number of skilled applicants.

Never overpay on Amazon again

Make sure to price-check online purchases with the help of Capital One Shopping. It’s totally free to use and takes less than a minute to set up.

Last year the service saved its customers over $160 million, and with just a few clicks you can start saving, too.

Download Capital One Shopping today and stop paying more than you have to for the exact same stuff.

About the Author

Christina Majaski

Christina Majaski

Former Reporter

Christina Majaski was formerly a reporter with Christina Majaski has written and edited for a number of popular personal finance publications. Her work has appeared on Yahoo Finance,, and many others. Over the last 11+ years, she has become an expert on credit cards and other financial products.

What to Read Next

With interest rates rising, should you refinance your mortgage?

The days of sub-3% loans are behind us, but a refi can still save you money in some situations.

Billionaire George Soros just loaded up on these two beaten-down growth stocks

This super investor is going against the herd. Maybe you should, too.

Homebuyers catch a small break on mortgage rates this week

The pandemic buying frenzy is cooling some, but one real estate expert says rates over 5% haven’t locked that many buyers out of the market.

Here's Why You Need to Invest in Real Estate Today

If you’re looking to build your wealth, diversify your investment portfolio, or make some extra passive monthly income, look no further than real estate.


The content provided on MoneyWise is information to help users become financially literate. It is neither tax nor legal advice, is not intended to be relied upon as a forecast, research or investment advice, and is not a recommendation, offer or solicitation to buy or sell any securities or to adopt any investment strategy. Tax, investment and all other decisions should be made, as appropriate, only with guidance from a qualified professional. We make no representation or warranty of any kind, either express or implied, with respect to the data provided, the timeliness thereof, the results to be obtained by the use thereof or any other matter.