I hear from a lot of engineering leaders and founders about how hard it is to find good engineers right now. They tell me their job postings aren't getting the applicants they expect. The funnel is dry, or it’s full of people who aren’t a good fit. They’re spending too much time screening, and the roles stay open for months. I see this pattern every day.
When I look at their job descriptions, one thing often stands out: no salary range. Many leaders see this as a negotiation tactic, a way to keep their options open and maintain some perceived advantage. They think it gives them flexibility or prevents candidates from anchoring on a high number. But in today's market, especially for engineers you genuinely want to hire, this approach is doing more harm than good. It’s actively pushing away the talent you need.
The best engineers aren't looking for a job, they're listening for an offer
Think about the engineers you want on your team. The ones senior enough that their current company knows it, who can build complex systems and lead projects. They’re usually employed. They’re good at what they do, and their current companies know it. They aren’t browsing job boards out of desperation. They’re not actively applying to dozens of roles, hoping something sticks.
These engineers are approached constantly. Recruiters hit them up on LinkedIn every week. Their inbox is a steady stream of opportunities. They have a job, they're probably well-compensated, and they’re busy. When they see a new job posting, they give it a few seconds of attention. Is it interesting? Does it align with their career goals? And, critically, does it seem worth their time to even consider?
Without a salary range, a job posting asks them to invest time and energy into an unknown. It asks them to go through an initial call, maybe an assessment, just to find out if the compensation even makes sense for their situation. Most won't bother. They have enough on their plate. They’re not applying to discover what a company might pay; they’re assessing if a potential conversation is worth an evening of their time.
You're filtering out the wrong people
When you don’t include a salary range, you might think you’re keeping your options open. What you're actually doing is creating a filter, but it’s a filter that works against you. The people who apply to a role without a salary range fall into a few categories.
Without a range, the people who apply are the ones with the least to lose by finding out. That's a different pool, not a worse one, and it's probably not the pool you opened the role for. You'll spend a lot of time sorting through it.
The engineers who are confident in their value, who are well-paid and respected in their current roles, will scroll right past. They know what they're worth. They know what they need to make a move. If that information isn't immediately available, they assume it’s not for them, or that the company is trying to lowball. They see it as a red flag, not an opportunity. They don't have time for guessing games.
What happens when I post ranges
When I post a role with the range on it, the difference in who replies is not subtle. When I put out a role with a clear salary range, I get fewer applications overall. That's true. But the applications I do get are from people who are serious, qualified, and whose compensation expectations are already aligned with what the company can offer.
This saves everyone time. The company doesn't waste hours interviewing candidates who are a great technical fit but have wildly different salary expectations. The candidates don't waste their time interviewing for a role that won't meet their needs. It’s a transparent, efficient filter that benefits both sides. It shows respect for the candidate's time and their market value.
The range doesn't have to be narrow. It can be broad enough to cover different levels of experience within the same role. The point isn't to lock yourself into a single number, it's to give a clear signal of the band. This signal is what the best engineers are looking for. It’s how they quickly decide if this is an opportunity worth exploring further.
It's about clarity, not leverage
Many leaders fear that posting a salary range gives away their "leverage" in negotiations. But in today's market, especially for engineers, the power balance has shifted. The best talent has leverage. You’re not giving it away by being transparent; you’re simply acknowledging the market reality and using it to your advantage. You're attracting people who fit, and repelling those who don't, without wasting anyone's time.
The real cost of not posting a salary range isn't just a longer hiring cycle or more recruiter fees. It’s the missed opportunity to even engage with the engineers who could genuinely move your product forward. It's the silent rejection from the very people you hope to attract. They aren't going to tell you they scrolled past your job because of the missing range; they just won't apply.
The job market for engineers is too competitive for ambiguity. The engineers worth hiring already have jobs. They’re not looking for a mystery; they're looking for a match. You either give them the information they need to quickly assess that match, or they'll move on to the next opportunity that does.
