Pay Transparency: How to Find Out a Salary Range for Leadership Positions
In today’s job market, having an idea of a position’s salary range is more important than ever, and the landscape for finding that information has changed dramatically. What was once a challenging research process is now often a legal requirement for employers.
Before applying for a job, it’s crucial to understand the expected compensation. This information helps you negotiate your salary effectively and ensures you are being paid fairly. The rise of pay transparency laws has made this easier for job seekers, but a proactive approach is still key.
The New Reality of Pay Transparency Laws
Over the last few years, a growing number of states have enacted laws that require employers to disclose salary information. This marks a major shift from when salary data was considered confidential. In some states, such as California, Colorado, New York, and Washington, these laws have been in effect for some time. More recently, laws taking effect in 2025 in states like Illinois, Minnesota, New Jersey, Vermont, and Massachusetts have further expanded the trend.
These laws often require employers to include a salary range in all job postings, including those for remote positions. This empowers job seekers by providing them with critical information upfront, which can help streamline their job search and ensure they are applying for roles that meet their financial needs.
How to Find the Salary Range for a Leadership Position
While many employers are now legally required to be transparent, a multifaceted approach will still give you the most leverage. Here are the most effective ways to find the salary range for a leadership position today:
1. Check Online Job Listings. With the new laws, this should be your first step. Many online job listings now legally must include the salary range for the position, which is typically found in the job description or application details.
2. Look at Salary Surveys. Even with mandated salary ranges, external surveys can provide valuable context. Websites and professional organizations conduct surveys that offer information on average salaries for specific roles and industries. Sites like Glassdoor, PayScale, and Indeed can help you determine if a company’s offer is competitive and at the high, middle, or low end of the market.
3. Research Similar Job Postings. If a job listing doesn’t include salary information (either because the employer is in a state without a law or it’s a confidential search), look for postings for similar positions at different companies. This will give you a good benchmark for what the market is paying for similar skills and responsibilities.
4. Ask Your Network. Your professional network is a powerful resource. Reach out to former colleagues, mentors, or other contacts in a similar industry. They may have firsthand knowledge or be able to connect you with someone who does. This can provide nuanced information that a public posting might not.
5. Speak with Recruiters (Like G.A. Rogers). If you are working with a recruiter, they often have a deep understanding of the industry and specific client companies. They can provide valuable insights into salary expectations, negotiation tactics, and confidential information about a role’s compensation.
6. Research the Company. While less common, some companies are voluntarily proactive about their compensation philosophy. You can look for news articles or sections on the company’s website that discuss their approach to pay equity and transparency.
Finding a salary range is a crucial step in the job application process. By using these updated methods, you can gain a better understanding of the compensation for the position you’re interested in, allowing you to confidently negotiate and secure fair pay.
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