- October 7, 2025
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Making salaries visible in job ads: From taboo to a coming reality
Should Employers State Salaries in Job Ads?
The topic of salary transparency has become especially relevant in recent years. The question of whether employers should state the salary in job postings sparks lively debates — both among candidates and businesses.
When browsing different job ads, we often come across offers such as “dynamic work environment”, “flexible working hours”, “work in a motivated team of professionals.” All of that sounds great, but what’s missing is information about one of the most important things for candidates when deciding whether to apply — the pay.
Employers use phrases like “competitive compensation” or “salary based on experience and qualifications.” But the market is gradually changing. In Bulgaria, such ads are very common, but the topic is by no means only local — right now, this is a discussion many countries are involved in: Should salaries be visible directly in job postings?
Arguments in favor of salary transparency
- Transparency and trust — publishing the pay range saves time for both sides. Candidates know in advance whether conditions meet their expectations.
- Fairness and equality — reduces the risk of discrimination based on gender, age, or other factors. Research shows women and minority groups often receive lower pay precisely because of a lack of transparency.
- Faster hiring process — ads with salary information attract more applications and make HR teams’ work easier.
- Market transparency — provides other companies with information about pay levels in a given sector.
Arguments against salary transparency
- Flexibility for employers — some companies argue that salaries depend on a candidate’s experience and qualifications and can’t easily be fixed at a specific number.
- Competitive concerns — employers worry that competitors might use this information to “poach” talent or adjust their own offers.
- Internal tension — when employees see that new hires are offered different salaries, it may lead to conflicts within the team.
What is the candidates’ position?
Most people admit that the first thing they look at is the salary — not because they are “materialistic,” but because it determines whether they can pay their bills, travel, or simply live a normal life. The lack of specifics often discourages good candidates, as no one wants to waste time in interviews only to discover that the offer is far below their expectations.
Candidates say it feels like going to a “blind interview.” They spend hours talking about motivation and values, only to find out in the end that the salary is 1000 leva less than expected. According to sociological studies, job ads with salary information receive twice as many applications.
What is the employers’ position?
Many companies argue that publishing salaries restricts them, because one candidate is worth one amount, another — something else. Others fear that their employees will start comparing and demanding raises. Some simply don’t want competitors bidding for their staff.
What’s changing in Europe?
Salary transparency is a global trend aimed at greater openness, fairness, and efficiency in the labor market. Although employers have reservations, practice shows that companies that disclose their salaries earn more trust and attract more suitable candidates.
In Bulgaria, there is currently no legal requirement for salaries to be included in job postings — but this is expected to change. In 2023, the EU adopted a Pay Transparency Directive, which obliges employers to provide salary information in job postings or at least before interviews. Member states have until 2026 to implement these rules.
The question remains: will companies do it willingly, as a sign of respect for candidates — or simply “because they have to”?
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