Only 11 of 598 postings we track state a salary range

The number that stands out

Across the 598 active postings we track — all imported directly from the career pages of 20 Canadian employers — only 11 state a salary range of any kind. That means 587 postings, or nearly the entire catalogue, say nothing at all about pay.

This isn't a gap in our data pipeline. We extract skills and categories from all 598 postings successfully; the absence of salary information is a property of the postings themselves, not a limitation of how we read them.

What we won't do

With only 11 data points, we will not publish a median, an average, or a percentile breakdown by category or company. Eleven postings out of 598 is not a sample anyone can generalize from, and a fabricated-sounding "typical salary" built on that base would mislead more than it would inform. If a figure like that shows up elsewhere, treat it with suspicion — the underlying disclosure simply isn't there yet across this catalogue.

What's missing across categories

The silence on pay isn't concentrated in one type of role. Large categories like Sales (159 postings), Engineering (143), and Data & AI (116) sit alongside smaller ones like Design (11) and People & HR (6) — and across all of them, the same pattern holds: postings describe required skills like Python (138 postings), Sales Enablement (115), and Product Management (112) in detail, but almost never mention what the role pays.

That asymmetry is worth sitting with. A posting can specify that a candidate needs Machine Learning experience (103 postings), AWS (63), or Salesforce (40), down to the tool, but leave the compensation entirely open-ended.

What a candidate loses

When a range is absent, a candidate loses the ability to:

• Screen efficiently. Without a stated range, applying to a role and getting to a compensation conversation can take several rounds of interviews before either side learns whether expectations even overlap.
• Benchmark honestly. A candidate weighing offers from, say, Neo Financial (94 open postings) against Cohere (93) or Wealthsimple (39) has no posted anchor point to start from, and has to rely entirely on informal networks or recruiter disclosure.
• Negotiate from parity. Salary history and off-platform rumor fill the vacuum left by an unstated range, which tends to favor whichever side already has more information — usually the employer.
• Filter out mismatches early. A posting with no range gives no signal on seniority level or budget, so candidates spend time applying to roles that may be entirely outside their expectations.

Why this matters at scale

With 598 postings spanning 20 employers and skill requirements as specific as Distributed Systems (80 postings), Kubernetes (59), or Regulatory Compliance (42), the level of detail employers provide about what they want is not matched by what they disclose about what they'll pay. Eleven postings breaking that pattern is a start, not a trend — and until more employers state a range, any claim about "typical" pay across this catalogue would be guesswork dressed up as data.