Note: All three groups add to 100% of current postings. "Precise" and "Broad" are data observations about range width — not legal compliance judgements, since NY sets no range-width cap. Source: Pay Transparency Law, NY Labor Law §194-b.
Bubbles in the top-left (narrow, mostly precise) represent employers posting tight, well-defined pay bands. Bubbles in the bottom-right post wide ranges — this is not a legal violation in NY but may indicate multi-level postings or unsettled compensation planning. Very narrow ranges (<10%) often indicate a fixed pay point rather than a true band.
| Employer | Wide-range posts | Median width |
|---|
Deloitte leads among New York employers in postings with ranges wider than $50k. National or remote postings may not be clearly attributable to this state's posting rule, so they are shown as disclosure signals rather than compliance findings.
Pay point vs. salary range: A spread ratio below 15% (e.g. Google's $144k–$148k) reflects a fixed compensation rate — the employer knows exactly what they'll pay and the "range" is nominal. This is common at firms with rigid job-level pricing. It is not inherently worse, just less informative for job seekers trying to negotiate.
Compensation research places a typical salary band at ±15–25% of midpoint (30–50% spread ratio). New York's dataset is growing — these patterns will sharpen as more postings are scraped. The national median (36% median spread) provides a useful benchmark for comparison.
See how skills shift salaries above or below the category median — ranked across job categories from New York's legally-required Pay Transparency Law disclosures.