Salary Range
The minimum and maximum compensation a company is willing to pay for a given role, often disclosed in the job posting (required in some states) or shared during the hiring process. Understanding the range helps candidates negotiate from a position of information.
A salary range is the span between the minimum and maximum pay a company will consider for a role — for example, '$90,000-$120,000.' Companies set ranges based on internal compensation bands, market benchmarking, and budget constraints. **Why ranges matter for candidates:** - The range tells you where initial offers typically land (often in the lower-to-middle portion) - It establishes the ceiling you're negotiating toward - It helps you assess fit before investing in an interview process **Pay transparency laws:** Several US states now require companies to post salary ranges in job listings: - Colorado (since 2021) - California (since 2023) - New York (since 2023) - Washington State (since 2023) - More states adding requirements regularly For roles at companies subject to these laws, a listed range is a real commitment — they can't legally offer below the minimum. **Reading ranges:** - A range like $80,000-$160,000 is a red flag — too broad to be useful information - A range like $95,000-$115,000 is more meaningful and suggests well-defined compensation levels - Your target should be the upper portion of the range, not the midpoint **When no range is listed:** Ask. 'Can you share the salary range for this role?' is a completely standard question. Many recruiters will answer directly. **The negotiation position:** When you know the range, your target is the top. Only if you're genuinely early in the salary band for the level should you accept the middle or lower portion.
Why it matters
Information is leverage in salary negotiation. Knowing the range prevents you from undershooting the budget and gives you a defensible anchor for your counter-offer.
Candidate tip
If the job posting doesn't include a range but the role is at a company headquartered in or hiring for California, New York, or Colorado, the listing may be legally required to include it elsewhere — check those state-specific job board links for the same posting.
Related terms
Salary Negotiation
Offers & NegotiationThe process of discussing and agreeing on compensation with an employer — most critically when negotiating a job offer, but also during performance reviews. Most candidates underestimate their leverage and leave significant money on the table by not negotiating.
Base Salary
Offers & NegotiationThe fixed annual or hourly compensation paid to an employee, before bonuses, commissions, or equity. It's the foundation of total compensation and the most directly negotiable component of most job offers.
Market Rate
Offers & NegotiationThe typical compensation paid for a given role, experience level, and location. Knowing market rate is the foundation of salary negotiation — it's how you establish whether an offer is fair and what counter-offer to propose.
Salary Expectations
ApplicationsYour target compensation for a new role — typically requested early in the hiring process by a recruiter. Stating expectations confidently, backed by market research, is more effective than deflecting or revealing a number before you understand the full scope of the role.