Overview
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.
Overly broad ranges with low lower bounds can reduce apply rates because candidates often filter by minimum pay. A narrow, competitive range improves visibility and performance.
💼 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”
For hourly roles, align the compensation field with the actual pay structure and avoid listing annual salary figures to prevent confusion.
💰 Commission-Based Roles
🛠️ Base Salary Transitioning to Commission-Only
Clearly describe the progression in the job summary (e.g., "Includes a base salary for the first 3 months, then transitions to commission-based compensation"). Avoid using terms like "1099" and focus on the structure instead.
Avoid wide, vague ranges like “$30,000–$100,000.” Instead, show what a top performer can reasonably earn in year one: For sales roles, consider using formats like "$50,000 base + commission" or "$82,000 OTE" to clearly communicate earning potential. Avoid using commission percentages, as many job boards do not accept this format.
“$85,000+ at-plan commission”
“$100,000 potential with no income ceiling”
“$100,000–$130,000+ at-plan earnings”
💡 “At plan” = earnings for someone who hits their sales quota. It’s not a base salary, but it helps candidates understand the earning potential. Additionally, "OTE" (On-Target Earnings) is another term used to describe expected earnings when meeting quotas, which can be helpful for candidates to understand.
🤖 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
Common Questions
Can I hide compensation from candidates?
No. If it’s entered in your job post, it will be visible to applicants and job boards.
Can I post “DOE” (Depends on Experience) instead of a number? No. Job boards require a numerical value to publish your job ad. However, if you prefer not to list a range, you can enter "omit123" in the compensation field. Note that listing a range generally improves performance and visibility.
What if my compensation changes later?
You can edit the compensation in your job post at any time, even after it’s published.
What if I don’t know the right pay range?
Use Wizehire Scout’s recommendation or ask your coach for guidance on competitive pay in your market.