Pay ranges in job postings: how to read them

More postings list a salary range than ever, but the ranges can be wide and are easy to misread. Understanding how they are constructed helps you target the right roles and negotiate from the right point.

Where the range comes from

Most companies assign each role to a pay band with a minimum, midpoint and maximum. The posted range is usually the band or a slice of it. New hires are typically placed between the minimum and midpoint; the top of the range is reserved for people already at that level with a strong record.

A wide range means several levels

A posting showing £45,000–£90,000 is almost always covering two or three seniority levels. Read the requirements to guess which level the team really wants, and target the range for that level rather than the top of the whole span.

Location and remote adjustments

Some companies pay by location, and the posted range may be for the headquarters market. If you are remote elsewhere, ask early which range applies to you.

Using the range in your application

If your target sits within the range, you can state it plainly when asked. If it sits above, decide whether the role is worth applying for; ranges are rarely broken for external hires. If it sits below, you may be over-qualified for the level, and it is worth asking whether a more senior opening exists.

Using the range in negotiation

The midpoint is your reference. An offer at or below the minimum leaves room; an offer near the midpoint is typical; an offer above it is already generous and further movement usually comes from non-salary items. Ask where in the band the offer sits; many recruiters will tell you.

When there is no range

Ask in the first conversation. 'Could you share the band for this role so we can check we are aligned?' is a normal question, and the answer saves everyone time.