- The range follows the scope, so settle what the role owns before you look at any number.
- Say which parts of the package are conditional, because a target bonus counted as pay is the gap a candidate finds after accepting.
- Travel and the permitted work locations change the value of the offer, and a higher base does not answer them.
- Check the range against the work sample: testing staff-level ownership while paying for mid-level implementation loses the candidate late.
- Compare your range with posted pay by level, metro and travel on the salary page.
Decide what the role is worth to the team
Someone delivering production integrations for external customers carries a different responsibility from someone running early evaluations or configuring a known workflow. Say whether the role owns code, customer outcomes, internal tooling, or a combination, and record the decisions the person will make.
Use posted ranges as a reference, not a substitute
The salary page answers three questions:
- Does the range fit the responsibility and location you described?
- Which comparable roles have a similar customer, production or delivery scope?
- What will the candidate need to know about bonus, commission, equity and benefits before comparing offers?
Posted ranges are what employers advertise. They are not offers, and they do not tell you what a specific person accepted.
Build the full package
Show base salary, bonus or commission, equity, benefits, and any sign-on or relocation terms separately, with the conditions for each variable part. For equity, explain the grant type, the vesting schedule, exercise rules where relevant, and the assumptions a candidate needs to judge its value. If a term is not decided yet, say so.
State the expected travel and whether the percentage is a target, a cap or an estimate. State the permitted work locations, customer-site expectations, time zones and travel reimbursement.
Publish a range that matches the role
Name the responsibility level, the location band, the base range and the rest of the package. Explain what places an offer within the range: relevant production experience, customer scope, or level. Keep required experience separate from preferred experience so candidates understand what the range covers.
Before publishing, compare the range with the work sample and the interview plan. Then ask the candidate what they need to compare — cash, equity, location, travel, scope or timing — and which terms are fixed. The employer makes the offer. A listing or a salary statistic does not create one.