How do we show the salary? A Q&A with Simon Brown of Latte
As a We Show the Salary Sector Champion, Latte Recruitment includes the salary on every job ad they post – and they're encouraging PR and comms employers, and fellow recruiters, to do the same. We spoke to Simon Brown, Owner and Managing Director, about why he's committed to always showing the salary.
Why is being transparent about salaries on job ads important to Latte?
First and foremost, we believe in transparent recruitment processes. Sharing as much information as possible on job adverts provides clarity from the start, improving the process for both companies and jobseekers.
As a specialist PR recruitment agency, our pledge is also a response to what the PR & Comms community has been asking for: more transparency and pay equity (this was voted the #1 priority for the industry to take meaningful action on for the second year running in our 2026 talent survey!)
Whilst PR agencies have a fairly structured pay scale, the status quo of vague ‘competitive’ listings needs to change.
Whilst PR agencies have a fairly structured pay scale, the status quo of vague ‘competitive’ listings needs to change. 81% of PR talent surveyed by Latte said they would assume job ads with ‘competitive’ salaries pay below the market rate. Not ideal if you’re trying to engage high-quality talent!
What approach do you take to showing salary info, and why does this approach work well for you?
As a recruitment agency, we post a lot of job opportunities. Our pledge is simple: we show the salary on every job advert we post on wearelatte.com and any other channels we advertise roles on, such as LinkedIn or PRmoment. It aligns with our ‘no BS’ values and allows us to be upfront in discussing salary from the outset with clients and candidates.
How does including salary information on job ads help advance diversity, equity and inclusion across the PR and comms sector?
Sharing salary information puts all candidates on an even playing field where salary is less influenced by an individual’s negotiation skills and confidence, and a hiring manager’s unconscious bias. Instead, when a salary band is clear upfront, all applicants are working from the same information, reducing pay inequalities.
Sharing salary information puts all candidates on an even playing field where salary is less influenced by an individual’s negotiation skills and confidence, and a hiring manager’s unconscious bias.
Research shows that socioeconomic status, gender and race have a notable impact on salary negotiations. Women, those from lower socioeconomic backgrounds and those from minority ethnic backgrounds are more likely to lowball salary expectations and less likely to negotiate - an outcome made worse by vague 'competitive salary' descriptions that lack transparency.
Has showing salaries on job ads had an impact on the organisational culture at Latte?
In truth? No. As a recruitment agency, transparency and honesty sit at the heart of what we do – from our We Show the Salary commitment to our Clean Creatives pledge. Showing the salary on job adverts does not directly affect our culture internally, but it does reinforce our ‘no BS’ values and (hopefully) strengthens the ripple effect across the clients we recruit for, creating a fairer, more inclusive PR industry for everyone.
We’re really proud to be a sector champion for the PR & Comms sector – and the only specialist PR recruitment agency to have taken the pledge. We’re in great company, pledging alongside some of our industry-leading clients.
Showing the salary from the outset improves the recruitment process for everyone involved.
And how about the recruitment process – what impact does it have on your team and on people who apply for a role through Latte?
Showing the salary from the outset improves the recruitment process for everyone involved. From a candidate perspective, it allows an honest conversation about the current and desired salary level. People often think that these questions are asked to apply pressure, but they are not. They are asked to provide clarity and help us (recruiters) be transparent back to the hiring organisation. We need transparency across the board.
Showing the salary early allows us to understand someone’s drivers and reasons for moving a lot more, which means that if we get deeper into a recruitment process, and hopefully to offer stage, then we are not going to be wasting anyone's time, as the salary will not be a surprise for anyone.
If you’re competing for PR talent, why wouldn’t you choose to do something that will help you attract a wider, more diverse, and better-aligned range of applicants?
What advice would you give to employers who aren’t yet showing salary info on their job ads?
You are losing out on the best people in the market. In Latte’s 2026 talent survey, 89% of PR talent said seeing a salary range on a job ad is either essential or very important when deciding whether to apply. That’s a fairly significant majority.
For most PR roles, they could, and should, show a clear salary band. Yet so many don’t. If you’re competing for PR talent, why wouldn’t you choose to do something that will help you attract a wider, more diverse, and better-aligned range of applicants? It’s a no-brainer.
Check out Latte's annual PR Salary Guide, with up-to-date salary bands for agency, in-house and freelance PR roles, based on data from 450 PR professionals