I debated commenting on what is certainly a hot-bed issue, but... fine, I'll play devil's advocate. In my decade+ as hiring (engineering) manager at multiple companies there's a few things at play.
Less-than-perfect transfer of information from team/department/org to HR. I've sat down with HR/recruitment staff and explained things to the best of my ability on multiple occasions. But, at the end of the day, they are not engineers and rarely adept or sufficiently trained in the hiring of said individuals.
For mid to large sized organizations there's multiple positions open for a range of experience levels. To reduce the insanity and noise, a single JD (Job Description) will get posted and the recruiter or hiring manager will sort it out.
The hiring manager often doesn't have the authority to set salary ranges for positions they request. Sometimes it's dictated higher up based on the title, corporate policy, etc. For an outstanding hire you can pretty much always escalate it and get a competitive salary.
If you're willing to take applications from overseas, few applicants understand the concrete subtleties of regional cost of living, tax provisos, and so on. $Xk in Saigon is vastly different from $Xk in Silicon Valley.
Few applicants truly understand the market value of software engineers. Experience, title, technology du jour, urgency, budgets, location, etc.
Quite often I hire based on my real or perceived workload. I'll take a less expensive junior hire if I genuinely believe I will have the time to assist them. This is a good thing. When things get busy or urgent, I'll lean towards the experienced hire.
For these reasons and more it's just not that simple to provide a useful or meaningful salary range. In truth, it's often so wide as to be pointless. If you don't apply because there's no visible salary range you're doing yourself a real disservice, or you just don't want a job that bad.
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I debated commenting on what is certainly a hot-bed issue, but... fine, I'll play devil's advocate. In my decade+ as hiring (engineering) manager at multiple companies there's a few things at play.
Less-than-perfect transfer of information from team/department/org to HR. I've sat down with HR/recruitment staff and explained things to the best of my ability on multiple occasions. But, at the end of the day, they are not engineers and rarely adept or sufficiently trained in the hiring of said individuals.
For mid to large sized organizations there's multiple positions open for a range of experience levels. To reduce the insanity and noise, a single JD (Job Description) will get posted and the recruiter or hiring manager will sort it out.
The hiring manager often doesn't have the authority to set salary ranges for positions they request. Sometimes it's dictated higher up based on the title, corporate policy, etc. For an outstanding hire you can pretty much always escalate it and get a competitive salary.
If you're willing to take applications from overseas, few applicants understand the concrete subtleties of regional cost of living, tax provisos, and so on. $Xk in Saigon is vastly different from $Xk in Silicon Valley.
Few applicants truly understand the market value of software engineers. Experience, title, technology du jour, urgency, budgets, location, etc.
Quite often I hire based on my real or perceived workload. I'll take a less expensive junior hire if I genuinely believe I will have the time to assist them. This is a good thing. When things get busy or urgent, I'll lean towards the experienced hire.
For these reasons and more it's just not that simple to provide a useful or meaningful salary range. In truth, it's often so wide as to be pointless. If you don't apply because there's no visible salary range you're doing yourself a real disservice, or you just don't want a job that bad.