[jonnathanson]

"We don't broadcast our salaries with our job listings because reality is how much we're willing to pay varies candidate to candidate."

This sounds reasonable. But just to play devil's advocate for a second -- for any given role, is your variance really that high? Do you expect to field a dramatically variable range of candidates for the same level, title, or position? So variable, in fact, that establishing a ballpark range is an exercise in futility?

If you're fielding candidates with N years of experience, 1.5N years of experience, or 2N+ years of experience for the same role, maybe it's worth recalibrating your expectations for that role. Fine-tune them a bit. If your expectations are all over the map, then you're going to make a lot more work for yourself by taking on variance and trying to sift through it.

It's totally fine, even admirable, to take the position that each candidate is unique. But how unique, really? Unless we're talking about very high-level or rare positions, a reasonable and market-appropriate range will usually cover most of the variance. (That's not to say that you can't have some sort of discretionary, secondary range available for rockstars or competitive bidding situations. But aren't those typically the edge cases, and not the norm?)