Compensation is one of the first things job seekers look for—and job posts with pay listed attract significantly more applicants.
In fact, it’s such a strong performance driver that Wizehire Scout includes a built-in compensation recommendation tool to help you choose a competitive range based on your role and location.
Whether you’re hiring for an hourly, salaried, or commission-based position, Scout’s data-driven suggestions ensure your post stands out to quality candidates.
📊 Why You Should Include Pay
Posts with compensation listed in dollar amounts outperform those without.
Transparency builds trust and improves both apply rates and candidate quality.
Compensation is the second question applicants are asked in our process—so meeting them with an upfront answer leads to better matches.
💼 How to List Compensation (With Examples)
✅ Hourly or Salaried Roles
Be specific—even if pay depends on experience.
“$18–$20/hr DOE”
“$45,000–$50,000 salary + bonus”
💰 Commission-Based Roles
Avoid wide, vague ranges like “$30,000–$100,000.” Instead, show what a top performer can reasonably earn in year one:
“$85,000+ at-plan commission”
“$100,000 potential with no income ceiling”
💡 “At plan” = earnings for someone who hits their sales quota. It’s not a base salary, but it helps candidates understand the earning potential.
🤖 How Wizehire Scout Helps
When you create or edit a job post, Scout recommends a compensation range based on similar roles in our system. You’ll see these suggestions appear in real time, helping you confidently choose a range that’s:
Competitive for your market
Tailored to the role type (base, bonus, commission)
Clear and compelling to candidates
Need Help?
Still not sure what to list? Click the chat bubble in the bottom-right corner to connect with a Wizehire Coach. We’re here to make compensation planning easy—and effective.