Salary transparency is one of, if not the most critical, components of any job advertisement. Candidates want to know the base salary for a position before investing their time and effort into the application process. When that information is missing, they are significantly more likely to pursue opportunities that clearly state compensation details.

Moreover, if a candidate is choosing between two job postings, one that includes salary information and one that does not, the transparent listing is far more likely to capture and retain their attention (i.e., not ghost you!) After all, transparency is a foundational element of trust, and few applicants are eager to work for an employer who withholds such fundamental information.

This means we need to ensure the candidate has a clear understanding of how, when, and how much they will be compensated for the role they are applying for.

Candidates want this salary transparency so much that Indeed, among other job boards, now requires a salary to be listed in a job posting. If you do not include a salary in your ad, Indeed will estimate an expected salary to advertise along with your job. You don’t want this!

Let’s get to it:

Ensure your job salary is realistic and attainable. While you might think a salary range of up to $100,000-$200,000 a year is going to attract your top earner, most candidates realize agencies will not likely be offering base salaries that high. We refer to ads with such overly broad salary ranges as "eye-roller ads."

So, can I include commission in the salary field?

Of course! However, ensure that this range falls within a $20,000 difference from the low end of the salary to the high end of the salary. Larger salary ranges see a dramatic dropoff in applications.

You can learn more about What to Put in the Salary Range.

A candidate should be able to read your job ad and know precisely what they can expect in terms of compensation when working for your agency. Always justify your salary in the job description (we recommend placing this information at the bottom of your job description, on its own line, and in bold or bullet format).

For Example:

Salary Range: $30,000 - $40,000 per year

Job Description: Entry-level applicants start with a base salary of $30,000 and average at least $10,000 in commissions in their first year. Experienced candidates start with a base salary of $40,000 and top performers in our agency made $28,000 in additional commission last year.

To ensure these numbers are accurate, think about what the minimum requirement will be for your new hires to meet their sales goals. In the example above, entry-level candidates would start at a base salary of $30,000 but would have to sell enough to make at least $10,000 in commission to be considered successful and to stay with the agency.

Alternative Examples:

Entry-Level candidates start at a $XX,XXX base salary and can make up to $X,XXX in commission during their first year, bringing total compensation to $XX,XXX. Experienced candidates start at a $XX,XXX base salary and make up to $XX,XXX in commission on average, bringing total compensation to $XX,XXX.

Entry-Level candidates start at $XX,XXX per year. Candidates with 1-2 years of experience start at $XX,XXX per year. Candidates with 3+ years of experience start at $XX,XXX.

Base Salary is $35-45k based on experience. Commissions and bonuses on top (use this one for less sales-oriented roles that still get some commissions/bonuses.)

In today’s hiring market, salary transparency isn’t just a best practice… It's an expectation. Candidates are making fast decisions, and your job ad only has a few seconds to make an impression. By clearly communicating compensation details, you not only attract more qualified applicants but also establish a tone of trust and professionalism from the outset. Take the time to be clear, specific, and honest, because the best talent won't waste time guessing!

If you have any further questions about this tutorial, please don't hesitate to reach out; we're here to help.

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