Increased transparency is certainly beneficial, but salary is only a single data point. Additional potential data points: * how long the position has been open

Increased transparency is certainly beneficial, but salary is only a single data point. Additional potential data points: * how long the position has been opened to the public * other compensation * number of applicants applied to the position * position minimal requirements (as opposed to desired qualities). For example you need a law license to work as a lawyer, no exceptions, so everyone else need not apply (no exceptions). The biggest problem with developer hiring is that most organizations don’t know what they want, despite what they say. People and organizations generally have no idea just how biased they are. That results in tremendous bias. The only way to defeat bias is: * set minimum undeliverable requirements and publish those requirements * apply automated screening criteria to determine minimum acceptable technical competence only after a candidate exceeds the minimum required administrative requirements * publish demographic information of candidates versus selected: age, sex, nationality, minimum education level, years of experience, and grades of automated screening criteria