Remote Salary Transparency by Company

What transparency means in this report

A listing is counted as disclosed when its salary field can be parsed as an annual US-dollar minimum and maximum. Company coverage is the number of disclosed active roles divided by that company's total active roles on the board. The live table prioritizes employers with enough current listings to make the count interpretable.

This is not a score for compensation fairness, accuracy, or culture. A company may publish hourly pay, a non-USD range, or detailed compensation in prose that the parser cannot normalize. Conversely, a very broad numeric band can count as disclosed while still leaving candidates with important questions.

Why both rate and sample size matter

One disclosed role out of one produces a perfect rate but offers little evidence about consistent company practice. Ten disclosed roles out of twelve show broader coverage. That is why the table displays the numerator, denominator, and percentage rather than collapsing them into a single badge.

Openings also cluster by jurisdiction and function. An employer may disclose ranges for US roles where rules or company policy require them while omitting pay for Canadian or international positions. Candidates should compare similar regions and teams before drawing conclusions.

Questions a published range should answer

A useful range identifies currency, pay period, base-versus-total compensation, and whether geographic zones apply. It should be plausible for the stated level and narrow enough that an applicant can understand the likely decision space. The original posting may also explain bonus, commission, equity, or benefits that sit outside base pay.

When those details are missing, ask early: Which zone applies to my residence? What experience maps to the lower and upper portions? Is the range base salary? Are there role levels within one requisition? Clear answers prevent both sides from spending time on incompatible expectations.

• Check currency and annual versus hourly units.
• Look for location-based adjustments.
• Separate base salary from variable and equity compensation.
• Save the source posting and the date you viewed it.

How candidates can use the ranking

Use the table to find employers whose current publishing practice reduces information asymmetry, then open their company and role pages to judge fit. Do not reject every non-disclosing employer automatically; instead decide whether you are willing to ask for the approved range before a screening call.

For negotiation research, build a set across several employers rather than relying on the highest advertised band. Match category, seniority, scope, and eligible region. The broader salary report explains why the median of posting midpoints is useful for orientation but not a guaranteed offer.

Limitations and change over time

The table reflects active listings only. A company's rate can change when a batch of roles opens or closes, when it edits its career board, or when the parser gains support for another salary format. It is a dated snapshot of publishing behavior, not a permanent label.

Material parsing errors can be reported through the site's correction process. Because the method is deliberately narrow, the safest language is “parseable annual USD band on active listings,” not “transparent company” without qualification.

Sources and further reading

• BLS wage-data overview ↗
• Our salary-report methodology
• Our editorial and corrections policy