Typically I've been asked by the recruiter what my expectations are, as one of the first questions in an initial candidate screen.
I'm generally in favor of posting salary ranges. I like to know how the company values the positions they are hiring for, and I don't really want to talk to a recruiter at all if it's not going to be a salary match, so I like the idea of being able to screen better as a candidate.
But now that I've been on the hiring side, there's some flexibility I think we lose if we post those ranges: what do you do if you like a candidate, but not for the role they applied for? Perhaps their skills and background are not quite what you're looking for in this role, but you know another team has an open rec and this candidate is perfect. Or, maybe you've posted for a particular seniority range and you like the candidate but they are more/less senior than the posting, and you want to scale the position up or down to meet them. Neither of these scenarios (which seem to happen with regularity) preclude putting the range in the job description, but then the redirect or rescope feels bait-and-switchy when it's really not.
I would have no problem with a company saying "We really like you, but we found a better match for role x. If you're interested we think you'd be great in role y and here are the details." If I don't like the compensation of role y, I'll simply decline.
I'm generally in favor of posting salary ranges. I like to know how the company values the positions they are hiring for, and I don't really want to talk to a recruiter at all if it's not going to be a salary match, so I like the idea of being able to screen better as a candidate.
But now that I've been on the hiring side, there's some flexibility I think we lose if we post those ranges: what do you do if you like a candidate, but not for the role they applied for? Perhaps their skills and background are not quite what you're looking for in this role, but you know another team has an open rec and this candidate is perfect. Or, maybe you've posted for a particular seniority range and you like the candidate but they are more/less senior than the posting, and you want to scale the position up or down to meet them. Neither of these scenarios (which seem to happen with regularity) preclude putting the range in the job description, but then the redirect or rescope feels bait-and-switchy when it's really not.