Pay transparency, measured

Strict definition: the range came from the posting itself. Where our enrichment pipeline has estimated a figure for a posting that didn't state one, that posting counts as NOT disclosing here — and estimated figures are excluded from every pay aggregate we publish.

Not enough history to publish a trend yet: we require at least 3 months with 50+ new postings each before drawing a line. A trend fitted to less would be decoration, not data. The live rate above is the honest current number.

A posting without pay asks the candidate to spend interview cycles discovering what the employer already knows. For nurse practitioners — where 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 can depend on state law. We do not track those requirements and assert none of them here — your state labor department is the authority (directory via the U.S. Department of Labor).

• The rate on this page is recomputed from the database on every refresh, with the strict definition above. We publish it even when it makes us look ordinary.
• Estimated figures never enter a published aggregate. The benchmark tool, company pay summaries, and our data reports all exclude pipeline-estimated pay — only employer-advertised ranges count.
• Aggregates are sample-gated. A state pay figure publishes only over the benchmark tool's minimum-postings and distinct-employer floors, here and everywhere else on 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.

Pay transparency is bigger than one board, and some peers make real commitments to it. The quotes below are what each cited page said when we fetched it on the date shown — quotes, not endorsements or rankings. Sites change; follow the links for the current wording. Boards whose pages we could not re-verify on that date are not named at all.

We publish no statistics about other boards' listings here: a percentage we cannot recompute on demand from data we hold would be exactly the kind of number this page exists to refuse.

• Disclosed = an active posting whose normalized pay range came from the posting itself (pipeline-estimated figures count as not disclosed). Active = published, unexpired, not repeatedly dead-linked — the same filter our sitemaps use.
• 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 isn't there.
• Gates: no rate over fewer than 100 postings; no trend month under 50 new postings; no trend at all under 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 — which is precisely why we measure it instead of assuming it.
• Market observations are dated verbatim quotes, re-verified live on the stated date, with sources linked. Nothing about another board is asserted 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.