01
Confirm the range
Approve a realistic range before the posting is published.
Communicate pay and total rewards clearly
Nonprofit Compensation Transparency Guide
Build trust with candidates by presenting compensation, benefits and workplace expectations in direct language from the beginning of the search.
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Employer action plan
Treat compensation as part of role design
02
Explain the basis
Clarify whether the range reflects location, experience, internal structure or another job-related factor.
03
Describe total rewards
Summarize relevant benefits, time off, retirement support and other material offerings.
04
Stay consistent
Align the posting, recruiter conversations and written offer.
What to prepare
Use a practical hiring checklist
Compensation clarity helps candidates evaluate the complete opportunity. Employers should review current requirements in every location where the role may be performed and seek appropriate legal guidance when needed.
- Review applicable pay-transparency requirements
- Use a good-faith range the organization will honor
- State whether the role is salaried or hourly
- Explain significant geographic adjustments
- Describe major benefits without overstating them
- Document offer decisions consistently
Plan
Align scope and decision makers.
Publish
Share a clear opportunity.
Evaluate
Use job-related evidence.
Welcome
Prepare a supported start.
Reach mission-driven professionals
Bring the opportunity to a focused audience
Foundation List helps nonprofits, foundations, schools, universities, healthcare organizations and associations reach professionals interested in mission-driven work.
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Review the complete posting, including responsibilities, compensation, location expectations and measures of success. Use Foundation List to compare current opportunities.
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Continue building the hiring strategy
Questions and answers
Frequently asked questions
Should nonprofits include salary ranges in job postings?
Publishing a good-faith range supports transparency and may be required by law depending on where the employer and candidate are located.
What else should employers explain besides salary?
Explain major benefits, work location, schedule, travel, paid time off, retirement support and any material conditions affecting the role.
Transparency is useful only when the information is usable
Explain compensation in a way candidates can actually compare
A salary range is most helpful when it reflects the employer's real hiring range and is paired with relevant context such as schedule, location, benefits and employment status. Extremely broad ranges can make it harder for candidates to understand what experience the employer values and where a likely offer may fall.
Employers should also be prepared to explain how offers are placed within a range and whether internal equity, experience, credentials or geographic factors affect decisions. Clear compensation communication supports trust and reduces avoidable surprises late in the process.
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Helpful nonprofit hiring resources
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Job descriptions
Write Better Job Descriptions
Clarify scope, qualifications, compensation and first-year success.
Read more →InterviewsInterview Questions for Employers
Use structured, job-related questions to compare evidence consistently.
Read more →Hiring processNonprofit Hiring Process Guide
Build a consistent process from role definition through selection.
Read more →OnboardingEmployee Onboarding Checklist
Prepare access, introductions, priorities and a supported start.
Read more →Remote hiringRemote and Hybrid Nonprofit Hiring
Define work location, eligibility and hybrid expectations clearly.
Read more →Candidate reachWhere to Post Nonprofit Jobs
Choose channels intentionally and measure qualified applicant sources.
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