Publish a meaningful range
When you can, show the expected range and currency in the vacancy. Ensure it reflects the budget and the level of the role, rather than a range so broad that it tells candidates little. If compensation depends on location or experience, explain the factors that determine the offer.
State whether the figure is annual, hourly, or another period, and whether it is gross base pay. Separate target bonus, commission, equity, allowances, and benefits so candidates can see what is fixed and what is conditional.
Explain the full package
Describe benefits with enough detail to be useful: eligibility, waiting periods, employer contribution, leave, and whether arrangements vary by country. Do not present estimated take-home pay as a promised net salary; personal payroll deductions can differ.
For international hiring, identify the employing country, expected payment currency, and any location-based compensation rules. Confirm that your advertised terms align with local requirements before publication.
Keep the process consistent
Decide the approved range before screening begins and give interviewers the same guidance. If the candidate’s location, experience, or job scope changes the range, explain the reason and document the decision.
If the budget changes, update the posting and inform active candidates promptly. Do not wait until the final stage to disclose a material change in compensation or work location.
Action checklist
- Approved and realistic pay range.
- Currency and pay period named.
- Base, variable pay, and benefits distinguished.
- Any location or level differences explained.
- Hiring team briefed on the same compensation range.