Here is the problem with not including a range. If you want to attract good candidates who know their stuff, they will most likely be put off by not having any

Here is the problem with not including a range. If you want to attract good candidates who know their stuff, they will most likely be put off by not having any idea. You can always argue "but what if my lowest number is too high and I lose by disclosing it first?" but the fact is that if a good fit candidate is reading that job description, your lower range is most likely indeed a "low" number. Good candidates are more interested in the high number because if that number is anything below their requirement, why bother ? But then you could argue "what if I can convince them to join me even though I am paying peanuts" and the answer is you will most likely lose. Rarely you will find good fits who are desperate. Remember they are usually "passive". So instead of worrying about numbers game, be honest and disclose whats the "least" you can pay and whats the "most" you can pay. Leave the in between for negotiation. Good candidates who you want to hire will like the fact that they know what they are working with. Also, don't make the range too broad like 60K-150K. Thats useless because then you are just putting numbers for the sake of numbers. A range like 60K-85K or 100K-130K is more reasonable. Also tells the candidate immmediately if it is worth their time.