> idk what legal precedent is, but if i was hiring i could make a large good faith salary range.

What'd be interesting would be how often a company offers near the top of that range, or potentially beyond it. I'd think the frequency of offers (either far below the maximum or actually above the maximum) would make a potential case against a company for not listing ranges in good faith.

(ianal)

I think you'd make a very hard time making that stick (and a field like software development, where the 10x more productive programmer is generally believed to be a real thing, would be particularly hard). There is no reason why a company operating in good faith should want to deter exceptional candidates from applying to a position, and exceptional candidates are both much rarer than "slightly-above average" or "underqualified but trainable" candidates and able to command much higher salaries.

But the possibility otherwise satisfied employees being paid a market wage commensurate with their experience might see ads for jobs similar to theirs and conclude they're being systematically underpaid and motivated to take legal action is definitely a negative second order effect of the law...