Salary Transparency

For years, job adverts without a salary range were seen as standard practice. “Competitive salary” became code for “we’ll see what we can get away with",  and candidates were expected to dance around the question until the final stages. Times have changed and salary transparency is key with the data to prove it.

According to a 2024 CIPD survey, 74% of candidates are less likely to apply for a role without a clear salary range. LinkedIn’s own research found that adverts with pay information get up to 30% more applicants. That’s not just a ‘nice to have’, it’s a massive difference in reach.

Why hiding salary is costing you talent

It slows down the hiring process: If you hide pay until the end, you risk spending weeks interviewing people who walk away as soon as the number is revealed. Salary transparency at the outset filters in candidates who are actually within your budget — saving everyone time.

It damages trust:

Candidates talk. Glassdoor reviews, WhatsApp groups, industry forums — if they feel you’ve been evasive, it’s likely to spread. Salary transparency builds credibility from the start and shows you’re serious about fairness.

It puts you behind competitors:

Many employers have already adapted to candidate expectations. If a rival advertises the pay and you don’t, guess who’s getting the first look from applicants?

It disproportionately disadvantages certain groups:

Studies show that pay secrecy can widen gender and ethnicity pay gaps, as people who are less likely to negotiate end up starting lower and staying lower. Transparency levels the playing field.

The bottom line:

Clear salary ranges attract more applicants, speed up the process, and strengthen your reputation. It’s not just a candidate preference — it’s a commercial advantage.

If you want faster hiring and better talent fit, put the number in the ad. The best candidates aren’t waiting around to guess.

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