When we started Carriera, the rule that every listing needs a salary was the one teams pushed back on most. A year later it is the reason most of them come back. Not because they get more applicants. Because they get the right ones.

Fewer people apply, and that is the point

A role without a number gets everyone, including people who will walk away at the offer stage after three rounds of interviews. A range does that sorting before anyone writes a cover letter. The people who apply have already said yes to the money.

A wide range reads like no range

We send back every listing where the top of the range is more than forty percent above the bottom. €50k to €90k is not a salary, it is a shrug. Applicants read it as “we have not decided”, and the strongest ones skip it.

A tight range with a clear level, Senior for €75k to €90k, tells people exactly where they stand. If you are open to two levels, post two listings.

Say what moves someone up the range

The best listings on the board add one line under the salary. Something like “the top of the range is for people who have led a team before”. It saves both sides a hard conversation later.

Reply when you said you would

Every listing promises a reply time. Teams that keep it get more applicants on their next listing, because people remember. Teams that miss it more than once stop being able to post with us. It sounds strict, but it is the part of hiring applicants talk about most.

If you are about to post a role, the salary guide shows what teams in your city offer for the same job. It is a good place to start the number.