Here’s Why Companies Don’t Like To Post Job Salaries

In a recent Sales Club ( survey of 100 candidates polled, an astounding 96% stated they would be more likely to apply to a job if it showed compensation. Only 4% said it would not make a difference to them.

This should be a huge wake-up call to employers everywhere to post their compensation whenever possible because it will make their recruiting efforts much easier right?

Right, but…

Although I would love to see all job postings with salaries, I also understand why many companies are reluctant to do so.

Oh – and no, companies do not leave the salary off the job description because they want to lowball you. I would hope this is just a myth that may have been spawned from past recessions. Companies know they are hurting themselves if they lowball. It’s about transparency and retention these days.

For those of you that wonder why companies intentionally don’t post salaries, I listed some of the reasons below.

  • If they post a salary – great talent might not apply if the salary is lower than their current earnings. In reality, many companies will step up and pay more for great talent.


  • If they post a salary – established employers with hundreds and sometimes thousands of current employees making less money than the high end of that posted job salary range, could cause a mass exit. Or cause employees to line up at HR asking for raises and feeling underpaid. This will damage their culture.


  • If they post a salary – employers in growth mode sometimes hire for junior and senior level roles. They’ll take anyone awesome to build out their team. Posting a salary range could exclude talent outside of both ends of that salary spectrum from applying.


  • If they post a salary – candidates always assume they should get paid at the high end of the salary range. It’s human nature. This could set the wrong tone at the offer stage.


  • If they post a salary – they show their competition what they pay.


My new job platform for salespeople, The Sales Club ( ) has a section for both salary and OTE. I truly wish companies could fill it out with every job, but I understand if they don’t.

Fortunately, there are many companies that are smaller or have set transparent salary policies that allow them to post a salary to a job. But still, if they feel they may not benefit, they might have a policy against it.

It’s a double edge sword.

Job seekers don’t want to waste their time interviewing at a company if there is a mismatch of salary expectations, let alone bring it up in a first interview. The job seeker has a valid argument…


The good news is that companies don’t want to waste their time either. Sweep them off their feet in the interview and they will likely find a place for you with the salary you want.

I always told my recruiters in the past; “just put the candidate and company together and let magic happen”.

And depending on the candidate, or company, it does.

My advice to job seekers is to just apply anyway. Knock their socks off in the interview, and they’ll bend over backwards to get you on board with a salary you are happy with.

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The Sales Club ( is a job platform that recognizes the challenges job seekers face and sends their resumes directly into the hands of the employer – as if it were a warm referral. In addition we know being left in the dark sucks, so we give you updates on your application along the way. Whatever we know, you know. If you are in sales or looking to get into sales come visit us! Please follow us on Linkedin.

Jonathan Samuels

Hey I’m Jonathan. I created The Sales Club ( and love talent acquisition! I have 20 years of recruiting experience and innovation. I like to work out, watch silly TV shows and maybe have a slice of pizza to break up my healthy eating habits. I hope you enjoy my blog page. Please share them with your friends!

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