Salary secrecy in tech is dying. In 2026, pay transparency laws cover roughly 30% of the US workforce, the EU Pay Transparency Directive is rolling out across member states, and platforms like Levels.fyi and Glassdoor have made compensation data more accessible than ever. For tech workers, this shift is overwhelmingly positive—but only if you know how to read the data.

Here is what transparency actually reveals, and how to use it.

Pay transparency legislation has accelerated rapidly. Key milestones:

  • Colorado (2021): First US state to require salary ranges in all job postings. Initial backlash from companies posting "remote except Colorado" has faded.
  • New York City (2022): Required salary ranges in postings for employers with 4+ employees. Revealed shockingly wide ranges at many firms.
  • California (2023): Required ranges in postings statewide. Gave the movement critical mass since so many tech companies are headquartered there.
  • Washington state, Illinois, and several other states followed in 2024–2025 with similar laws.
  • EU Pay Transparency Directive (2026 rollout): Requires employers to share salary ranges before interviews and prohibits asking candidates about salary history. Applies across all 27 EU member states.

The result: most major tech companies now publish salary ranges globally, even in jurisdictions where it is not yet required. Once you publish ranges in California and New York, maintaining secrecy elsewhere becomes impractical.

What the Data Actually Shows

The explosion of public data has confirmed several things that were previously just rumors:

1. The range within a single company is enormous

A "Software Engineer" at a large tech company might have a posted range of $130,000–$280,000. This is not a negotiation tactic—it reflects different levels (L3 through L6), different locations, and different performance bands. Without knowing the level and location, the range is almost useless.

2. Equity makes up 30–60% of total compensation at top companies

Posted base salary ranges often exclude stock (RSUs), signing bonuses, and annual bonuses. A role posted at "$160,000–$210,000 base" at a company like Google or Meta might carry total compensation of $250,000–$450,000 when equity is included.

This is why comparing base salaries alone across companies is misleading. Always compare total compensation (TC).

3. Location adjustments are real and significant

Companies with published geographic pay bands show clear differences. A Level 5 engineer at a major company might earn:

  • San Francisco: $200,000 base + $150,000 equity
  • Seattle: $195,000 base + $140,000 equity
  • New York: $195,000 base + $145,000 equity
  • Austin: $175,000 base + $120,000 equity
  • London: GBP 90,000 base + GBP 50,000 equity

4. The gender and racial pay gaps persist but are shrinking

Transparency data from companies that publish demographic breakdowns shows that pay gaps still exist—typically 3–8% for women and 5–12% for underrepresented minorities at the same level and role. However, companies under transparency mandates are closing these gaps faster than those that are not.

How to Use Transparency Data

Before Applying

Check the posted range and position yourself. If the range is $150,000–$220,000 and you expect to land at the senior end, prepare your case for the top third of the range before your first conversation. Our salary insights pages can help you cross-reference company-posted ranges against market data.

During Interviews

You no longer need to name your number first in states with transparency laws. The company must share the range. Use this to your advantage:

"I have seen the posted range. Based on my experience and the scope we discussed, I would expect to land in the upper portion of that band. Can you share where the team typically hires at this level?"

When Evaluating an Offer

Compare the offer against:

  • The posted range (where do you fall—bottom, middle, top?)
  • Market data for your role and city (is the range itself competitive?)
  • Total compensation including equity, bonuses, and benefits

If you are being offered the bottom of the range for a role that matches your experience, that is a negotiation signal—not a final answer. Check comparable roles in cities like New York or San Francisco to verify your market value.

For Current Employees

Transparency helps you identify if you are underpaid. If your company now publishes ranges for new hires that exceed what you earn at the same level, you have a data-backed case for an adjustment. Many companies have conducted "pay equity audits" in response to transparency laws, proactively raising salaries for existing employees who fell below the new posted minimums.

What Transparency Does Not Fix

Salary transparency is a powerful tool, but it has limitations:

  • Wide ranges can obscure more than they reveal. A $100,000 range for a single job title is technically transparent but practically useless without level and location context.
  • Equity valuations are uncertain. A startup offering $50,000 in stock options at a $2 billion valuation is very different from the same grant at a $200 million valuation. Transparency does not solve the equity valuation problem.
  • It does not eliminate negotiation. Even with posted ranges, where you land within the band still depends on how well you advocate for yourself.

The Future of Pay Transparency

The direction is clear: more transparency, not less. By 2028, most OECD countries will likely have some form of mandatory salary disclosure. Companies that embrace this early—publishing ranges, conducting regular equity audits, and tying pay to clear leveling frameworks—will have an advantage in recruiting and retention.

For tech workers, the message is simple: the data exists. Use it. The era of guessing what you should earn is over.

Benchmark your salary against real market data on our salary insights directory.