What Salary Range Should You Display in Your Job Posting?

Why Salary Range Transparency Is the New Recruitment Advantage 

You’ve written an appealing job title, crafted a detailed job description, and pressed “publish.” Days pass. Few applications arrive but most aren’t the right fit. 
The issue often hides in plain sight:  your salary range. 

As an experienced recruitment consultant, I’ve seen hundreds of job postings succeed or fail based on whether the salary range was clear, fair, and visible. 

In this article, we wanted to explain:

• why publishing salary ranges boosts applications, 
• how to determine the right range for your job posting, and
• how transparency impacts employer brand and compliance.

Why Most Job Postings Fail to Attract Candidates 

Lack of Transparency Reduces Candidate Engagement 

Many employers use vague phrases like “competitive salary” or “based on experience.” But 44% of job postings that omit a salary range receive significantly fewer applications. 

Without pay clarity, strong candidates assume the offer won’t meet expectations and thus, never apply. Salary transparency, by contrast, increases trust and accelerates the hiring funnel. 

The Cost of Salary Guesswork 

Failing to define a clear salary range wastes time and money. You risk: 

• attracting underqualified or overqualified candidates, 
• late-stage dropouts after salary discussions, 
• internal pay misalignment. 

Posting salary ranges helps employers focus on applicants for whom pay expectations align, improving overall recruitment efficiency.

Employer Brand and Candidate Trust 

Your employer brand is the sum of how candidates feel when they encounter your organisation. And nothing shapes that perception faster than the way you communicate about pay. 

When a company publishes a clear salary range in its job posting, it sends a powerful message: we respect your time, and we value transparency. Candidates feel they’re dealing with an employer who is honest, structured, and confident in what they offer. 

Conversely, when salary information is missing or hidden behind vague phrases, candidates often assume that the budget is low, or that internal pay structures are inconsistent. This uncertainty triggers hesitation when sending applications. 

Moreover, salary transparency attracts candidates whose expectations align with your offer, reducing wasted interviews and fostering smoother, more positive interactions. When people apply knowing what to expect, the recruitment conversation becomes about skills, motivation, and cultural fit, not about financial guesswork. 

Over time, consistent openness around salaries strengthens your reputation as an employer of integrity. It positions you as part of a new generation of companies who understand that trust is a long-term investment.  

How to Determine the Right Salary Range Before Writing Your Job Posting 

Benchmark Salaries Using Real Data 

Start with verified market information. Salary surveys, national databases, and internal records are key. 

To simplify this step, use our Salary Checker: an online tool that lets you compare salaries by role, sector, and location. It’s an instant way to validate the right salary range for your job posting and ensure competitiveness. 

• Evaluate Role Level and Scope 

Clarify seniority and responsibility. Larger scope equals higher compensation. 

• Align Budget and Internal Equity 

Make sure the salary range fits within your organisation’s structure to maintain internal fairness. 

• Define a Realistic Range Width 

Avoid overly broad bands. A 15–20% gap between minimum and maximum keeps expectations precise. Example: “€55 000–€70 000.” 

• Clarify the Total Compensation Package 

Be explicit about what’s included: base pay, bonuses, stock options, or benefits. Candidates want full context before applying. 

How to Write the Salary Range Section in a Job Posting 

Here’s a template you can use to write the salary section in your job description: 

“Salary & Benefits 
We offer a salary range of €X–€Y (base) depending on experience and skillset. You’ll also benefit from [bonus/commission/benefits], bringing your total target compensation to approximately €Z. 
We believe in transparency, equity, and aligning pay with performance.” 

This clear and concise format helps attract candidates who value clarity and fairness, reducing negotiation friction later. 

The Future of Salary Transparency: What Employers Need to Prepare For 

Legislation in Europe is changing. The EU Pay Transparency Directive (Directive (EU) 2023/970) will take full effect by June 2026, requiring employers to disclose salary ranges or pay levels in all job offers. The directive aims to close gender pay gaps and standardise compensation fairness across Europe.  

Employers will need to: 

• disclose salary ranges in job ads, 
• provide pay information to candidates before interviews, 
• justify pay differences internally based on objective criteria. 

This change aligns with a global movement toward openness. For employers, early compliance is a branding opportunity, not just a legal requirement. 

Our recruitment experts in Belgium help companies design competitive salary ranges, craft persuasive job postings, and benchmark salaries using our proprietary tools.