[mxcrossr]

> Another pattern is listing the range as 40-250k so the disclosure is effectively nothing.

This feels like a losing strategy as other employers will be posting tighter ranges which will get more applications. Especially if the lower bounds is too low. Hopefully this sorts itself out.

[PragmaticPulp]

A higher upper limit encourages more applications because people see the company has room to grow.

A lower floor encourages more people to accept mid-range offers because nobody likes getting an offer in the middle of the range.

If someone gets an $80K offer for a job with a $40K-$250K range, they are happy to be paid twice as much as what they assume entry-level employees get, and they’re happy because they think they can grow into the $250K range if they work hard enough.

However if someone receives the same $80K offer on a listing with an $80K to $110K range, they’re going to be upset that they were given the lowest possible value and also concerned that there isn’t much room to grow.

In our case, we have a wide salary range because we hire everywhere from juniors without college degrees up through ex-FAANG employees. We don’t set out with an exact compensation or seniority in mind when we start recruiting.

[raydev]

The ones that post wider ranges will still benefit from the power imbalance.

Many people looking for jobs don't have the means to be choosy, and many companies aren't looking for the best of the best, they just need people.

[vsareto]

Data about how those job posts perform with large vs small ranges would be helpful in dissuading smaller companies from doing it. I think larger companies are going to do it regardless though.