Salary is the first criterion that motivates 67% of candidates to apply for a job. However, in 2024, we still come across job advertisements with no mention of remuneration. A fact that seemingly puts off many people, as according to a recent survey, 46% of jobseekers do not respond to job adverts if this information is not included.

So what do you do? Should we resist and focus on companies that do provide a salary range? The answer is not clear-cut. To help you decide, we spoke to recruiters, HR managers and candidates to find out their views.

Is it a bad sign if no salary is mentioned?

For Dina, a CSR consultant, the answer is a resounding ‘yes’: “the absence of information about the salary in the job advert often reflects heterogeneous and unequal internal salary practices between women and men. Companies take this approach to avoid creating an internal crisis where employees might find out they are paid less than what the company is offering for the position.”

Paola Nguimout, Talent Acquisition Manager at Mars, also points the finger at employers who indicate a salary range with a 20k difference: “this is not information that can reasonably be used to get a decent idea of the actual salary on offer.” Our recruitment expert counters this by adding that “in some cases, managers are afraid of missing out on good candidates. This is particularly true for SMEs, who are not always aware of the recruitment budget and salary scales in the market”, before she concludes by stressing that, whatever the case, it is important for candidates to know the remuneration in order to assess the job.

Another common criticism is that an organisation that does not mention the salary in the job advertisement may do so out of fear that their salaries are lower than the market norm. It prefers to keep this information to itself so as not to discourage candidates from applying. For Mohammed, Customer Success Manager, “we definitely need to stop wasting candidates’ time. What's the point if everything goes well only to reveal the salary at the very end of the interview resulting in the candidate being disillusioned?” Isabelle, a manager, agrees: “no salary, no application. I felt extremely disappointed at the end of an hour-long interview. I don’t want to hear “I’m sorry, but we can’t afford you,” any more. I no longer want to waste my time.”

“We might be pleasantly surprised”

However, another school encourages applicants to submit their CV even if no salary is indicated. This includes Stéphanie Reniers, CEO at Gentis, who has observed through her recruitment agency that this is not systematically indicative of a desire to underpay the candidate recruited: “some companies simply don’t have a transparent remuneration policy. Because they want to keep salaries confidential, they choose not to mention remuneration in their job advertisements. I also think that applying for a job advertised without the salary can open the door to more flexible and personalised discussions about salary expectations and other benefits. For example, a start-up that has just successfully raised funds and is recruiting a number of sales people does not yet have a salary scale. The seniority of the candidate will determine the remuneration offered. So don’t hesitate to apply, even if this information is not provided.”

This approach seems to have benefited Amélie, Senior Product Manager: “in the past, I asked for a salary that was the minimum for my experience, and in the end, the company offered me a higher salary.” The young woman thinks it’s important to also apply for jobs that don’t mention the salary, because you might be pleasantly surprised.

And what about respect?

But for some, specifying the salary in job advertisements involves a deeper issue: “I’m convinced that including the salary in job advertisements is a practice that promotes transparency and mutual respect. It enables candidates to assess the job offer more comprehensively and decide whether it meets their expectations. As a recruiter, I think it also facilitates the selection process by attracting candidates who are already in line with the proposed salary range, which can lead to faster and more satisfactory hirings for all concerned,” explains Mounia, Recruitment Manager. A view shared by Olivier, who is also a recruiter: “it’s a question of respect for the candidate”, and Mohamed: “our view is that a company that pays its employees well is a company that respects them.”

Although Amélie prefers not to miss out on any opportunities and applies for jobs that do not mention the salary, she believes the subject of remuneration should be broached early on: “in the first interview, I ask what the budget is. If HR tells me they don’t know, that’s the end of the recruitment process for me. My past experience tells me this is a sign that I would be poorly paid, especially compared to my male counterparts. In my sector, women unfortunately tend to ask for a lower salary than men. Some companies take advantage of this by paying women less than men for equivalent positions and experience.”

To apply or not to apply if the salary is not specified? Ultimately, it’s a personal choice

In the end, the decision to apply for a job advertised without any indication of the salary is a personal one and depends on a number of factors: urgency, financial situation, level of competition, experience and seniority, benefits, etc.

For Alexandra, who has been looking for a junior legal position for a year, the competition is fierce. Her top priority is to gain experience: “I’m not picky and I apply anyway, as long as I feel the job advertised is a match for me.”

For others, like Amélie, it’s all a question of balance: criteria such as a positive corporate culture, flexible working hours, a home office and a good atmosphere take precedence for her over salary. During interviews, she doesn’t hesitate to grill the recruiters to get as much information as possible about the job and the company, and to decide whether she is prepared to make concessions: “I recently accepted an offer that was below my expectations. During the recruitment process, I asked for information about the size of the company and its turnover. I also met the employees and the manager. I’ve been offered a fully remote position and I have a lot of freedom in my future job. I liked what I saw and I’m prepared to make some concessions on salary, within reason.”

This is an approach to be adopted with caution according to Ann-Kristin Benthien, CEO of AKB coaching & consulting: I find that women tend not to negotiate their salary if the job is challenging. But that’s no reason to lower their salary expectations.” A management consultant, for example, might agree to make concessions after negotiating a salary review the following year once the objectives set out in the contract have been achieved.

Specifying the salary in job advertisements might be the subject of debate today, but it will soon be a thing of the past. With the European Directive of 10 May 2023, on pay transparency, as of June 2026, companies will be required to at least provide a salary range when advertising a job.