Keep in mind that the companies listed on that website are hiring globally.

By not disclosing a salary range these companies would only cut off three states of ONE country.

Also, I'm pretty sure that if most of these companies disclosed the salary range it wouldn't be interesting for people in the three states in question anyway.

There isn't one winning strategy.

> talent pool of this other 90% of the world

I have hired a lot of people and for key hires above a certain level, existing tech hubs (SV, Seattle, NYC, Denver) account for a vast majority of the available candidate pool. There are a few other hubs beyond these (London, Singapore, Bangalore) but you are constraining yourself massively.

New grads / junior ICs is another story.

Who do you mean by key hires? Senior SWE? Staff? Managers, Directors? I would think there are plenty of experienced people all over the world.

I would say for roles in senior management (Directors, VPs) and senior engineering (Tech lead, Chief Architect).

> I would think there are plenty of experienced people all over the world.

Unfortunately, no. Until 2020, remote work was rare so to grow into a senior role, ambitious and talented people had to move to various hubs. That created a feedback loop with all the senior talent flocking to major tech hubs. Now you will find only a tiny proportion of senior talent in non-hub locations.

So if you cut off major US tech hubs (SV, NYC, Seattle, Denver) from your hiring pipeline, you are cutting off a majority of your prospective senior hires.

Actually, it's fine. There's plenty of qualified tech workers everywhere else, and each of the three states listed creates huge burdens, either financially or bureaucratically for out of state employers.