- Mini Experiments: Testing Salary Ranges on Job Postings - August 12, 2025
- How to Write “A Day in the Life” Job Description That Attracts Better Candidates - August 11, 2025
- How We Helped a Global Team Clean Up Job Posting Templates (in under 6 months) - August 7, 2025
Here’s a confession: I don’t have a current Ongig client who’s run this experiment yet (that we officially know of). But, I think it could be a game-changer for getting better candidates, not just more of them.
We all know salary transparency is having its moment. Laws in California, Colorado, New York, Washington (and counting) require it. But even if you’re not legally required to post pay, candidates are looking for it, and skipping job ads without it.
In a Glassdoor survey of over 1,100 U.S. adults, 67% said pay is the most important factor when deciding whether to apply — ranking above benefits, location, and company culture. A Talker Research poll reported that 86% of Americans believe salary should be included in job ads, and more than a quarter of Gen Z candidates said they’d skip applying altogether if it’s missing.
Pay Transparency in Job Posts
Survey Data on Why Salary Information Matters to Candidates
Key Insights
Translation: Hiding salary isn’t just bad for transparency, it’s bad for your talent pipeline.
Why Test Salary Ranges if the Law Doesn’t Require It?
Let’s be real: a lot of companies only post salary because they have to. But if you’re outside the locations that require it, you might be thinking, “Why volunteer that information?”.
Here’s the thing: Salary isn’t just about compliance. It’s about attracting the right candidates and avoiding wasted interviews. If your comp range for a role is $80–95K and your top candidate expects $120K+, you’re both wasting time. Posting salary upfront can save hours of sourcing, screening, and scheduling for candidates who were never going to accept your offer.
And candidates know this. They’re tired of guessing. Salary information beats location, benefits, and even company culture. So if you want to compete for top talent, this is non-negotiable.
The Salary Range Experiment
The same way marketers A/B test LinkedIn headlines, you can A/B test your job postings. Here’s how:
- Create two versions of the same job description:
- Version A: Includes salary range (e.g., $85–100K)
- Version B: No salary listed
- Post both versions to similar channels (or use your ATS to alternate which one people see).
- Measure the results:
- Apply rate (click-to-apply conversion)
- Candidate quality (interview-to-offer ratio)
- Offer acceptance rate
- Retention of hires over 6–12 months
Here’s the key: You’re not just looking for more applies. You’re looking for better applicants, people who meet your qualifications, are in your comp range, and are more likely to stick around.
How Ongig Makes It Easy to Add Salary Ranges on Job Postings
Most HR teams don’t A/B test job postings because the mechanics are a pain. Copying a JD, making a small change, ensuring formatting stays consistent, and pushing both versions live can turn into a multi-step headache — especially if you’re juggling multiple ATS systems or job boards.
That’s where Ongig’s Text Analyzer comes in. With it, we can help you:
- Create template variations in seconds (one with a salary section, one without).
- Keep branding, formatting, and structure consistent so the only variable is salary visibility.
- Push updates instantly across all job postings (no manual edits in every ATS listing).
- Track changes so you can analyze results over time. (note: this is a custom report model that is available in our Premium Tier)
Instead of a half-day project, you can set up your test in minutes.
Why Quality > Quantity in 2025 Recruiting
In the old days, recruiters wanted “more applicants” — big applicant pools meant more chances to find the right person. But in 2025, most TA leaders I talk to care more about quality applicants. That’s because more volume means more sifting, which eats into recruiter bandwidth and delays hires.
Salary ranges act like a filter. If someone’s looking for $150K and your range caps at $95K, they’re less likely to apply. That’s not lost opportunity that’s saved time. The candidates who do apply are more aligned, which can mean faster hires and better fits.
I talk more about this problem in my blog post about “drowning in resumes.”
Turning Your “Salary on Job Poatings” Experiment Into Content
Here’s a bonus: once you’ve run the test, you can turn it into a LinkedIn “mini experiment” post. Share what you did, what you learned, and whether you’ll keep including salary ranges. Tag your hiring managers, your TA team, and maybe even a few industry peers. This kind of behind-the-scenes, data-backed content performs incredibly well on LinkedIn — and positions your brand as transparent and innovative.
It could even help you land your next $30 million hire!
What If the Results Surprise You?
Be open to whatever the data says. You might find that posting salary increases applies, but decreases acceptance rates. Or you might see the opposite, fewer applicants but higher quality and faster hires. Either way, you’re making decisions based on evidence, not guesswork.
Why I Wrote This
I wrote this because “salary ranges on job postings” is one of those things everyone talks about, but few companies have actually tested (that I know of!). And testing is how you find out if it helps you hire better. Ongig’s Text Analyzer makes it easy to run these experiments without touching code, juggling spreadsheets, or rewriting every job manually. Request a demo to see how it works.
FAQs
Is salary posting required by law?
It depends on your location. Check our salary range laws guide.
Will posting salary scare off candidates?
Maybe the ones outside your range — but that’s the point. It saves everyone time.
Can Ongig automate salary updates?
Yes. We can update ranges across all postings in one step.
Does salary transparency help inclusive hiring?
Research shows it can reduce pay gaps and attract more diverse candidates.
