Job hunting can feel like a game of poker—except you don’t even know what’s in the pot. Salary information? Nowhere to be found.

A 2023 survey by Payscale found that 45% of job postings still don’t include a salary range. That means nearly half of employers expect you to go through multiple interviews before revealing whether the pay is even remotely in your ballpark. Frustrating? Absolutely.

Let’s be honest—no one wants to waste time on a job that can’t even cover their rent. But bringing up salary can feel like stepping on a conversational landmine. Will they think you only care about money? Will they ghost you for asking too soon?

Here’s the truth: Knowing how and when to ask about salary isn’t just smart—it’s necessary. Whether you’re scrolling through vague job postings, preparing for an interview, or negotiating an offer, you need a strategy. One that gets you the information you need without making things awkward.

In this guide, we’ll break down how to confidently ask about salary at every stage of the job search—without scaring off recruiters, burning bridges, or getting stuck in a cycle of lowball offers.

Because your time is valuable. And so is your paycheck.

Just imagine. You see a job that matches your skillset, you do some research into the company and they've got exciting plans, you can see yourself growing with the team- then you get to the salary section and read things like "Market rate" or "Competitive salary".

Let's be honest, we don't want to work for free- well, most of us at least. Pay is a big part of a decision in deciding which job to go for, or which jobs to apply to in the first place. So why don't companies make the salaries public from the start?

"The pay is obviously really low!",

I don't want to work for a company that isn't transparent."

"They're just going to waste my time going through all the interviews, only to offer me less than I'm looking for."

Is this your train of thought?

In fact, it's not so simple and there are several reasons why most companies do not disclose salary ranges in their job ads:

It can create resentment amongst existing employees. In an ideal world, someone doing the same job would make the same amount of money when they start. But that’s not always the case. Labour markets and demand changes, skill sets and experiences vary vastly between employees and candidates and often employers have to pay higher salaries to attract the best talent. This could cause conflict internally if existing employees see an advertised position for more than they're currently making.
Fear that listing a salary range will lead to all applicants expecting the top end of the range. The figure at the top of the range is reserved for the most qualified candidates, but it's human nature to see the highest figure and aim for that. Then if the candidate receives an offer at the bottom end and accepts this it could lead to resentment- which is not a great start.
It makes it easier for the competition to poach employees. You may retort with, "well they should pay more then". However, that isn't always realistic. How would a local Indonesian retail company compete with the salary of a large US Fintech for example?
Remote 1st companies have so many other factors to consider. It's no easy feat to decide on a salary range when you have employees based in 2-3 countries, let alone 4-6 continents! Selfishly and myopically, I say we should all be paid equally irrespective of where you're from or where you live. But life isn't so simple, and this could have a drastic knock-on effect that requires an article of its own.

From a candidate’s perspective, all these factors may signal integral issues within companies that haven’t considered or effectively implemented policies around compensation. That may be true, but those companies are still in the majority- with only 22% of employers publishing the pay range upfront in job postings, according to this report published in 2022. That means you're missing out on 78% of companies if you don't apply to jobs with no salary disclosed.

The good news is, this is up from only 12.6% of companies the year before.

That's right, there's a growing global movement to make salary transparency, not just the 'new norm', but the law!

In Latvia, for example, a new law that came into effect in 2019 makes it mandatory to post expected salaries on all job ads.

Colorado became the first state to enact a law similar to Latvia’s in 2021, requiring employers to disclose hourly wages or pay ranges in all employment listings, with fines for not complying between $500 and $10,000 per violation. There are several other states that have addressed this need for transparency in addition.

The EU is following suit too. Under the new proposals, employers will have to provide information about pay rates and ranges in the initial job advertisement or before the interview.

Why Employers Withhold Salary Information

If you’ve ever come across a job posting without a salary range, you’re not alone. Many employers choose to withhold salary information for a variety of reasons. Understanding why can help you approach the salary discussion strategically.

Internal Equity Concerns

Companies often have existing employees in similar roles, and publicly listing salaries can create tensions if discrepancies arise. Employers may prefer to discuss pay privately to manage internal compensation structures.

Negotiation Flexibility

Some employers want to assess a candidate’s experience, skills, and expectations before finalizing an offer. By leaving salary open-ended, they maintain room for negotiation.

Competitive Reasons

Businesses in competitive industries may avoid disclosing salary information to prevent rival companies from gaining insights into their compensation strategies. Keeping pay confidential can help them attract talent without revealing their financial positioning.

Budget Variability

For some roles, salary budgets depend on factors like funding, market conditions, or company performance. Employers may wait until they evaluate candidates to finalize compensation.

Understanding these reasons helps you navigate the salary conversation confidently while acknowledging the employer’s perspective.

Strategies to Inquire About Salary

If a job posting lacks salary details, you may wonder when and how to bring up the topic. Here are professional and effective ways to ask about compensation without sounding overly focused on pay.

Ask During the Initial Contact

If you’re contacted for an interview, it’s acceptable to ask about the salary range early in the process. Here’s an example of how to phrase it:

“I appreciate the opportunity to interview for this position. Before moving forward, could you share the salary range for this role to ensure it aligns with my expectations?”

This approach keeps the conversation professional while showing that you value your time and theirs.

Use Professional Language

Avoid directly asking, “How much does this job pay?” Instead, reframe your question using terms like “compensation” or “salary range.” For example:

“I’m very interested in this opportunity. Could you provide insight into the compensation range for this role?”

This phrasing keeps the focus on alignment rather than just the number.

Consider the Timing

While it’s important to discuss salary, don’t make it the first question in an interview. Wait until there’s mutual interest. If salary hasn’t been mentioned by the end of the first interview, you can ask:

“Before we proceed, I’d love to understand the salary range to ensure we’re aligned. Could you share more details on the compensation package?”

By asking strategically, you ensure the conversation remains professional and well-timed.

Understanding Market Rates

Before discussing salary, it’s crucial to research the market rate for your position. This helps you gauge fair pay and negotiate effectively.

Use Salary Research Tools

Leverage platforms like:

• Glassdoor (salary insights based on employee reports)

• Payscale (customized salary reports based on experience and location)

• LinkedIn Salary Insights (industry salary benchmarks)

These tools provide a solid foundation for understanding compensation trends.

Factor in Location and Experience

Salaries vary based on geographic location, industry demand, and experience level. A software engineer in San Francisco, for example, will likely earn more than one in a smaller city due to cost-of-living differences.

Compare Across Industries

Some industries have higher salary standards than others. For instance, tech and finance roles often pay more than similar positions in education or non-profits.

By equipping yourself with salary data, you’ll be in a stronger position to ask for compensation that reflects your value.

3 Legal Aspects of Salary Transparency

Salary transparency laws are gaining traction worldwide, making it easier for job seekers to access pay information upfront. Understanding these legal trends can help you navigate salary discussions more effectively.

Countries and States with Salary Transparency Laws

Several regions have implemented laws requiring salary disclosure in job postings:

• United States – States like California, Colorado, and New York now require employers to include salary ranges in job ads.

• European Union – Countries like Latvia and Germany have introduced regulations promoting pay transparency.

• Canada – British Columbia and Ontario have begun discussions on salary disclosure mandates.

What This Means for Job Seekers

If you’re applying in a region with salary transparency laws, you may have legal grounds to request salary details upfront. You can phrase your question accordingly:

“I understand that [state/country] has salary transparency laws. Could you share the compensation range for this role as part of compliance with these regulations?”

The Future of Salary Transparency

The push for salary transparency is expected to grow, with more governments considering laws that require employers to disclose pay ranges. Staying informed on these developments can help you advocate for fair compensation.

Change is happening, and for the better- hurrah!

So what do in the meantime about that pesky 78% of companies that don't disclose salary? Simple. Disclose your salary requirements in your job application.

That's not to say you should disclose what you currently/ most recently earnt- this is totally irrelevant and in some states and countries, it's illegal for employers to ask you about your earnings.

Simply state a salary range that includes the minimum you would accept and a realistic maximum number based on location and market range. If you're flexible, depending on the whole package- say so.

Transparency is something I wholeheartedly believe in, but it should work both ways. Everyone has a number.

Good luck!

Conclusion

Salary isn’t just a number. It’s your rent. Your groceries. Your ability to live comfortably and plan for the future.

If a company can’t—or won’t—give you a salary range upfront, that’s a red flag. Your time is just as valuable as theirs, and you deserve transparency. The key is knowing when and how to ask.

Early in the process? Keep it direct but professional:

“Before moving forward, could you share the salary range for this role to ensure it aligns with my expectations?”

During the interview? Phrase it strategically:

“I’d love to understand the compensation package to ensure we’re aligned before moving forward.”

At the offer stage? Negotiate with confidence:

“Based on my experience and market research, I was expecting a salary in the range of X. Is there flexibility to reach that?”

No more awkwardness. No more guessing games. Just clear, confident conversations that ensure you’re paid what you’re worth.

Because if they’re afraid to talk about money, you probably shouldn’t trust them with your career.

FAQs

Use professional phrasing like: “Could you share the salary range for this role to ensure alignment?”
After receiving an offer, say: “Thank you for the offer! Could you provide details on the salary and benefits package?”
During an interview, ask: “Could you give me an idea of the compensation range for this position?”
In an email or chat, write: “I’m excited about this opportunity! Before moving forward, could you share the expected salary range?”

Tired of job ads with no salary range? Here's what you should do