Good point. Actually we thought about adding this info to vacancy pages. However, as our experience shows, many companies are not ready to disclose salary info to the public.

> However, as our experience shows, many companies are not ready to disclose salary info to the public.

Depends on the demographic you are trying to attract on the platform.

I've done a little bit of tech recruiting and I can tell you this: top engineers, no matter the level, get a lot of offer. And they won't hesitate to sort by compensation (unless of course it's SpaceX).

Really, there are two kinds of businesses out there: those that try to make money playing games with compensation and CoL adjustments and those who make money building the best software out there and scaling. The later won't have any problem giving a number: they need the talent right now to scale.

No kidding. The amount of contact I've had over the last few years, by what might be best-tagged as 'low-ballers'? Absurd.

The most amusing, puerile trick goes somewhat like this:

Looking for junior full stack dev. Expert at query optimization, scaling, python, etc

Junior?! Add the word 'expert' once, and by no means is it a junior role.

I recently had a recruiter approach me with a job description such as:

"Able to mentor junior devs"

along with

"Make key decisions" about this and that, peppered throughout the job description.

Ah. I see. A management role, under the guise of a 'junior' job title. On top of this, my linkedin shows 10+ years experience!

Why are you even calling me for a junior role to begin with? Well the answer is obvious. Keyword search, without even glancing at the linkedin profile.

Then on top of all of that, the pay is below the average junior role position locally. Wha?!

Precisely what are these people looking for? An "extremely intelligent", "driven" and "highly capable" dev, combined with "gullible" and "easy to trick"?

And even if you find such a person, what's the point of it all, when they get offered 2x the salary in 3 months?

I just don't get it.

These are the people who used to sell mobile phones in your local shopping center before, by some luck, ended up in recruitment.They have no idea that JS and Java aren't the same. They tend to call random people hoping something will stick. Sometimes, such recruiters get hired by equally delusional companies and hence the results you described.

Then how do they plan to hide anything above mediocre? Most good+ engineers I know will not waste time on an interview if they do not know upfront that the company pays a sane wage. Else it is a time waste.

I won’t get to an interview without an idea that there’s a possible overlap in our picture of compensation, but I don’t mind taking the first 15 zoom call if the job otherwise seems interesting.

Because this project might provide value in aggregating and filtering the data (i.e. remote job postings) in other ways that still add a lot of value to a certain kind of user.

I think that quick research about the company can give a rough idea about the salary they offer.

In most cases, it's possible to find feedback from past employees on Glassdoor.

If I email these companies and tell them my friend might be interested I guarantee they will give me a range. Same thing with recruiters.

I definitely think there is a market for figuring this out and mashing it up on job pages with a browser extension.