Why salary matters in job postings

Including salary information in your job postings is more than a best practice. In many markets, it may also be a compliance requirement. That means jobs without pay details may not be visible to candidates on Indeed.

Salary transparency is also highly valued by job seekers, and not sharing pay information could limit your reach. In fact, 38% of workers say they would stop or abandon a job application if the salary range is not disclosed.

Clear pay information can directly boost performance, too. According to Indeed data, job listings with clear salary information often perform better than those without. In fact, jobs with employer-provided salaries on Indeed get 3.8x more applications than those without.^[1]

In addition to increasing applications, it can help attract candidates whose expectations align with what you can offer. That can reduce mismatches and save time for both you and applicants.

Being upfront about pay also shows candidates that your organization values fair pay practices and competitive compensation. That can strengthen your employer brand and leave a positive impression, even on candidates you don’t end up hiring. 

How to add pay information to your job postings

Since salary plays such an important role in attracting the right candidates, make sure this information appears clearly in your postings.

You can add salary details to your Indeed job post in two main ways: by posting directly on Indeed or by posting jobs through your ATS or XML feed. 

Posting directly on Indeed

• Use the salary field: Entering pay here makes sure salary information appears clearly in search results and filters.
• Add it to the job description: Many employers also restate pay in the description, which can be useful if you want to highlight details like bonuses or commissions.

Posting through an ATS or XML feed

• Confirm salary fields are mapped correctly so Indeed receives the right pay information.
• You can also include salary in the job description that your ATS sends. Using both the structured fields and description can make the range more visible to candidates.
• After publishing, check how the job looks on Indeed to be sure pay shows up as expected.

For more guidance on posting job details—either through your ATS/XML feed or directly on Indeed—review Indeed’s guide on salary information in job postings for best practices.

Need help determining a competitive pay range? Explore Indeed Salaries to see what candidates in your market expect.

Best practices for salary information on Indeed

Clear, accurate salary details can help your posting stand out and reach more quality candidates. Here are some best practices to keep in mind:

1. Include salary whenever possible

Salary is one of the first things candidates look for in a job posting, and leaving it out could potentially reduce interest.

Listings that provide pay details often attract more applicants, and those applicants may be more likely to be qualified because expectations are aligned from the start.

2. Use clear and realistic ranges

When sharing compensation, list it as a specific amount or a realistic range. Here are a few salary statement examples to use in your job descriptions:

• Salary range: $70,000–$85,000 annually
• Hourly pay: $25–$30 per hour
• Compensation: $50,000–$70,000 annually plus bonus
• Salary: $35,000 + commission

Avoid ranges that are unreasonably wide, as these may be flagged as incorrect and can reduce trust or visibility.

If your compensation includes bonuses, commissions or stipends, consider mentioning these as part of the total package to appeal to a broader pool of candidates. 

3. Comply with pay transparency laws

In many US states, pay transparency may be required. In these regions, Indeed may not display jobs without salary information. This rule applies to jobs you post directly on Indeed and to those you send through an ATS or career site. 

Indeed enforces these requirements in the relevant markets to help align with local laws, but employers are ultimately responsible for compliance. Review the regulations in your hiring regions or seek legal guidance if you’re unsure.

4. Highlight total compensation and benefits

Salary isn’t the only factor candidates care about. Employee benefits can also play a big role in an applicant’s decision to apply.

Healthcare, retirement plans, paid time off and flexible schedules are common examples. Others, like parental leave or professional development, can also make a role more attractive.

FAQs about salary in Indeed job postings

How do I remove salary from my job posting?

If you entered pay details in the salary field during the posting process, you can edit them:

1. Log in to your Indeed employer account.
2. Find the job posting you want to update.
3. Click Edit and go to the salary or compensation section.
4. Clear out any salary figures or ranges from this field.
5. Confirm that your job is exempt from pay transparency requirements by checking the box.
6. Save your changes.

Be aware that salary information may be required by law in some regions (for example, New York State). If you remove salary details in these locations, your job posting may not be visible or could be flagged for non-compliance. If your job is exempt from pay transparency requirements, indicate this during the posting process or submit a visibility appeal if prompted.

Ensure you remain compliant with local laws and Indeed’s requirements. If you’re unsure about compliance, consult your legal counsel.

Is a salary range automatically included when posting a job on Indeed?

When salary information is not present or our system is unable to read the salary due to formatting, Indeed may generate an estimated pay range. If you prefer, you can replace it with your own compensation details.

What happens if I don’t add pay information?

Jobs without salary information may get less visibility and fewer applicants. They may also attract fewer quality candidates and, in some markets, could be hidden or flagged due to pay transparency laws. 

Including salary or a salary range is both a best practice for attracting candidates and an important step toward compliance.

What if my competitors are offering higher salaries?

Pay may be a top motivator for candidates, but it’s not the only one. Candidates also weigh benefits, flexibility, company culture and growth opportunities, among other factors. If you can’t match the highest salaries, focus on what makes your company unique and why someone would want to work for you. 

Remember, not including salary information can actually make your job post less competitive overall. Lack of pay transparency can be a major deterrent for candidates and can reduce both the quantity and quality of applicants. The best approach is often to be transparent, research your market and emphasize your full value proposition (not just pay).

Make pay transparency part of your hiring strategy

Sharing salary details in your job postings can help you build trust with job seekers and stay compliant with local pay transparency laws. It’s also an effective way to attract top talent on Indeed.

Explore Indeed Salaries to find competitive ranges for your roles, then post your job on Indeed to start connecting with candidates.

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