Question 1

Which states require salary ranges in job postings?

Accepted Answer

As of November 2025, several states and cities require pay transparency in job postings. These include California, Colorado, New York, Washington, and others. Requirements vary by state. Some require ranges in all postings. Others require disclosure only when requested. SalaryCube helps you track which laws apply to your job postings by location. You can build compliant ranges for each market where you hire.

Question 2

How do I build a salary range that is defensible?

Accepted Answer

Start with real market data for the role and location. Use SalaryCube to see current market ranges by percentile. Set your pay philosophy (for example, target the 60th percentile). Define your min as the entry-level market rate and max as the experienced rate. Keep your range spread reasonable (usually 30-50% from min to max). Document your methodology. Show clear math behind your numbers. This makes ranges defensible to candidates, employees, and auditors.

Question 3

What if my current employee salaries do not match my published ranges?

Accepted Answer

This is a common challenge when you start publishing ranges. First, compare current salaries to your new market-based ranges. Identify employees below the range (underpaid), in the range (aligned), or above the range (overpaid). Build a plan to close gaps over time through merit increases or adjustments. Communicate transparently with employees about how pay decisions are made. Use SalaryCube to track progress on closing gaps and maintaining internal equity.

Question 4

How wide should my salary ranges be?

Accepted Answer

A typical salary range spans 30-50% from minimum to maximum. For example, if your minimum is $100k, your maximum might be $130k-$150k. Wider ranges give more flexibility but can confuse candidates. Narrower ranges are clearer but limit growth within the role. Consider your industry norms, role complexity, and career progression. SalaryCube shows you typical market range spreads by role and level to guide your decisions.

Question 5

Can I use different ranges for different locations?

Accepted Answer

Yes. SalaryCube lets you filter market data by specific city, state, or region. Build location-specific ranges that reflect local market conditions and cost of living. For example, your Software Engineer range in San Francisco will differ from the same role in Austin. Document your location-based pay philosophy clearly. Communicate why ranges vary by location to avoid confusion with remote candidates.

Question 6

How often should I update my published salary ranges?

Accepted Answer

Review ranges at least quarterly or when major market shifts happen. Update ranges when you see high offer rejection rates or turnover in specific roles. Adjust when new pay transparency laws take effect in your hiring locations. SalaryCube data updates continuously so you always have current market benchmarks. Set a regular cadence for range reviews to stay competitive and compliant.

Question 7

What if candidates ask for more than my published range maximum?

Accepted Answer

First, confirm your range is based on current market data. Use SalaryCube to check if the market has shifted since you set your range. If the candidate has exceptional skills or experience, consider if they fit a higher-level role with a different range. Document any exceptions and get approval from compensation or finance teams. Use these conversations as signals to review and adjust your ranges if the market has moved.

Question 8

Do I need to share ranges with current employees?

Accepted Answer

Laws vary on this. Some states require you to share ranges with employees upon request or during internal transfers. Even where not required, sharing ranges builds trust and transparency. Use SalaryCube to ensure your internal salaries align with your published ranges before sharing broadly. Close obvious pay gaps first. Train managers on how to discuss pay ranges and career progression with their teams.

Capability	What It Does
Legal Compliance	Create salary ranges that comply with state and local pay transparency laws requiring ranges in job postings
Real-Time Data	Pull real-time market data by role and location to build defensible ranges in minutes
Market-Matched Ranges	Publish ranges that match the market and meet legal requirements
Auto-Updates	Keep ranges current as the market shifts without manual maintenance
Risk Reduction	Avoid non-compliance fines and reduce pay confusion
Trust Building	Build trust with candidates and employees through transparent pay practices
Faster Offers	Speed up offer approvals with pre-set ranges and close pay gaps before they become problems

Create ranges that match the law and the market

Common Challenges

Unclear what ranges to post

Risk of non-compliance fines

Internal pay confusion

What You'll Achieve

Recommended Tools

Bigfoot Live

Salary Benchmarking

Job Description Studio

How to Build and Publish Pay Ranges

Pull market data

Build ranges

Publish and share

Keep current

Track What Matters

Time to publish ranges

Compliance coverage

Candidate trust

Why Teams Choose SalaryCube for Pay Transparency

Frequently Asked Questions

Ready to Publish Clear, Compliant Pay Ranges?