As a colleague of mine says, “When you don’t give a salary range, you’re saying that you’re only going to hire people who are married to people with professional salaries, young folks still supported by well-off parents, and the independently wealthy. The rest of us can’t spend a half-day writing a cover letter and tailoring a resume to your position, only to find out later that we can’t live on what you are offering.”

And this:

It starts a relationship off on a lack of trust and transparency: When you don’t list a salary range, there will be an awkward and distracting tiptoeing dance with a giant gorilla throughout the hiring process. Unless you are ballin’ in the cash-money department, someone will be disappointed. Maybe a candidate will accept your job offer, even though they were hoping it would be more, since, again, they have a family to support. But they may be bitter and resentful. Do you want to start the relationship off that way?

And this:

We in the nonprofit sector must blaze the trail for equity, and not just thoughtlessly follow the ineffective and inequitable practices we inherited from the business world like a bunch of sign-spinning robots. #DownWithDOE. Tweet that, and let’s start to end this practice. Because every time we don’t list the salary range in a job posting, says one of my peers, “a unicorn cries.” It also loses its wings. You may be thinking, “But unicorns don’t have wings!” Yeah, well now we all know why.

Source: The incomparable Vu Le, When you don’t disclose salary range on a job posting, a unicorn loses its wings / Nonprofit With Balls