Pay transparency, measured

Strict definition: the range came from the posting itself. A posting where we estimated pay because it stated none counts as not disclosing, and estimated pay is left out of every pay figure we publish.

Disclosure rate among postings added to the board in each of the last months with a publishable sample (at least 50 new postings, excluding the current partial month):

• Jul 202664% of 1,670
• Aug 202658% of 653
• Sep 202664% of 644
• Oct 202661% of 694

These are monthly cohorts, not the live inventory, so this line and the headline rate above can differ. Months below the sample minimum are left out.

A posting without pay asks the candidate to spend interview cycles discovering what the employer already knows. For nurse practitioners, whose advertised ranges legitimately vary by specialty, setting, and state, that discovery cost is real hours, and it lands entirely on the applicant. Disclosed ranges also make the market legible: our salary guide and benchmark tool can only be as good as the share of postings that state real numbers.

Whether a posting is legally required to carry a pay range depends on state law. Check with your state labor department (directory via the U.S. Department of Labor).

• Estimated pay never enters a published figure. The benchmark tool, company pay summaries, and our data reports count only employer-advertised ranges.
• Pay figures need a minimum sample. A state pay figure appears only once it meets the benchmark tool's minimum postings and distinct employers, here and across the site.
• Candidates can filter by pay. Postings with advertised ranges surface it on the card and in the salary-floor filter on the jobs board.

Other boards make commitments to pay transparency too. The quotes below are what each cited page said on the date shown. Sites change, so follow the links for the current wording.

• Disclosed = an active posting whose normalized pay range came from the posting itself (estimated pay counts as not disclosed). Active = published, unexpired, and not flagged for a repeatedly broken link.
• Trend cohorts are postings first added to the board in each calendar month, over the last twelve complete months. The current partial month is excluded because a half-month reads as a drop that is not there.
• Minimums: a rate needs at least 100 postings. A trend month needs at least 50 new postings. A trend needs at least 3 qualifying months.
• Scope: this describes NP Hiring's inventory, not the NP job market. Aggregated postings originate from employer sites and partner feeds, so the disclosure rate partly reflects what sources publish.
• Market observations are verbatim quotes, checked live on the stated date, with sources linked. They say nothing about another board beyond what its own cited page said that day.

Companion report: The State of NP Hiring 2026. Citation format and custom cuts: press & data room · press@nphiring.com.