A range in a job ad is not a measurement. It is a decision someone made, under constraints you cannot see. Reading it well means knowing which constraints were in play.
What a range is actually doing
- Filtering. The bottom exists to stop applications from people who will decline. It is often below what the employer expects to pay.
- Complying. Where disclosure is required by law, the range must be posted in good faith — but "good faith" is wide, and wide ranges are the common response.
- Anchoring. The top exists to attract, and is frequently reserved for a candidate who does not exist.
The width tells you more than the midpoint
A range of $120,000–$135,000 is a real band for one level of one role. A range of $90,000–$190,000 is not a band; it is several levels advertised as one requisition, or a compliance minimum met without commitment.
Practical rule: if the top is more than about 40% above the bottom, treat the posting as covering multiple levels. Ask which level you are being considered for before discussing numbers.
The disclosure rate is context you need
When you see a median for a role and city, ask what share of postings disclosed anything. A median computed from 12% of a cohort is a different object from one computed from 70%, because the postings that disclose are not a random sample — they skew towards regulated markets, larger employers, and roles where the employer feels competitive.
What ranges systematically omit
- Equity. Where it exists, it is often the largest variable and almost never in the ad.
- Bonus. Sometimes included in the top of the range, sometimes not, rarely stated which.
- Level. The same title spans very different bands between employers.
- Location adjustment. For remote roles, a single range may be adjusted downward after an offer, based on where you live.
Comparing across countries
Do not. A median in Berlin and a median in Austin are separated by currency, tax treatment, employer social contributions, healthcare, holiday entitlement and pension. Comparing the raw numbers produces a conclusion that is confidently wrong.
Compare within a country, and preferably within a metro. That is why our city comparisons are restricted to pairs inside the same country — a comparison across borders would look informative and mislead.
The single most useful question
“What is the band for this level, and where in it would you expect someone with my experience to land?” It converts a filter into a measurement, and it is answerable by any employer acting in good faith.