How do we show the salary? A Q&A with Jo McGuinness of THINK

As a founding partner of the We Show the Salary campaign, charity sector recruiter THINK includes salary info on every job they advertise. We spoke with Jo McGuinness, Senior Recruitment Manager at THINK to find out more about their commitment to salary transparency in charity recruitment.

Why is being transparent about salaries on job ads important to THINK?

Firstly, we would never expect a candidate to decide on if a role is right for them without knowing first and foremost if they can afford to consider the role.

Job seekers have bills to pay and other financial commitments, so it makes sense to be upfront about their reimbursement to ensure their needs are met. It is such a vital hygiene factor, once that’s clear then we can move on to considering other aspects such as who is the best candidate for the role. 

Secondly, as a recruitment agency it is our role ensure our clients stand the strongest chance of securing the best person for their vacant role. Being demonstrably transparent on key factors such as salary is one of the many ways we show our clients in the best light possible. 

If there is a salary band then we also clarify the organisation's stance on whether candidates can be recruited at any point along the band. Sometimes organisations have a policy to recruit at the bottom of a band so where this is the case, we flag that in our Candidate Packs too for additional transparency.

What approach do you take to showing salary info, and why does this approach work well for you?

We ensure it is discussed in our client briefing calls and then it is displayed on the job ads across job boards, our website and social media, and twice within the Candidate Pack including right on the front cover.

If there is a salary band then we also clarify the organisation's stance on whether candidates can be recruited at any point along the band. Sometimes organisations have a policy to recruit at the bottom of a band so where this is the case, we flag that in our Candidate Packs too for additional transparency. This helps us to have honest conversations with candidates ahead of them being offered the role so there are no surprises for the client, and the candidate is fully aware of any limitations or potential wiggle room. 

How does showing salary info on job ads support diversity, equity and inclusion across the charity sector?

Data shows that the UK charity sector employs more women than men, so first off showing the salary can help address the gender pay gap by providing transparency to candidates – and existing employees – supporting those who may otherwise not feel comfortable to negotiate on salary.

The charity sector is already riddled with barriers that prevent underrepresented groups from seeing it as a viable career path, especially within fundraising ... Being transparent around salary goes some way to remove one potential barrier so we can work on reducing other barriers across the sector.  

Additionally, the charity sector is already riddled with barriers that prevent underrepresented groups from seeing it as a viable career path, especially within fundraising. Even with entry-level roles, charities often request that candidates have experience in areas that only those able to give up time to volunteer or take unpaid internships on can deliver. Being transparent around salary goes some way to remove one potential barrier so we can work on reducing other barriers across the sector.  

Have you noticed any impact – for example, on the number or diversity of applicants – since having salary info on every role that you advertise?

It is hard to tell as THINK has been transparent with salaries since before I came onboard so it’s very much the norm for us. However, sector-focused organisations have run surveys to assess this and one run earlier in 2025 by CharityComms showed that  salary transparency is considered very important by charity employees when considering job opportunities, with 92% reporting that not listing a salary or just saying 'competitive' would discourage them from applying.

This backs up our stance that withholding salary info deters great candidates, including those from diverse backgrounds who may be more cautious about investing time where the selection process isn’t transparent. 

You work with lots of job applicants – does the topic of salary info on job ads come up in conversations? What kind of feedback do you hear on this topic?

Absolutely, salary is ultimately so important to candidates so it frequently comes up. We always proactively ask if the salary band for the role we are recruiting for works for what they want and need. We word it specifically like that – not focused on their current salary as that isn’t relevant.

We have defined organisational values – one being ‘authentic’, which is about us being a frank and trusted partner. We couldn’t credibly say we embody our organisational values if we aren’t being transparent and authentic when it comes to fair reimbursement for our team.

Some recruiting managers still ask in interview what the candidate's current salary is; we strongly discourage this practise as we know asking about current or previous salary can unintentionally reinforce existing pay inequalities across women, people returning from career breaks, those switching sectors, or candidates from lower-paid regions (with charity roles outside London paying around 23% less).

It also shifts attention away from performance and capability, and can create unnecessary discomfort or pressure in interviews, which is at odds with the inclusive environment most organisations, and we as their recruitment partner, aim to create. We have had feedback from candidates who have been asked this in interviews, and it is seen as a big red flag. 

As well as showing salary info when you’re recruiting for the charities that you partner with, you always show salary info on job ads when you’re new members of the THINK team too. How does being open about pay on the job ad influence your internal recruitment processes and organisational culture?

For THINK being open about salary is one way of the organisation demonstrating how we live our values. We have defined organisational values – one being ‘authentic’, which is about us being a frank and trusted partner. We couldn’t credibly say we embody our organisational values if we aren’t being transparent and authentic when it comes to fair reimbursement for our team. We see this with charities we support with recruitment too – so many have defined values, but it’s so critical to ensure they are tangible within recruitment and selection processes. Candidates notice. 

Showing the salary is one of the many ways recruiting organisations can present their role and organisation as one people want to work for. 

What advice would you give to employers in the charity sector who aren’t yet showing salary info on their job ads?

The charity sector has taken a real hit since the pandemic. So much talent has left the sector due to pressure and burnout, and due to recruitment freezes and cost saving we also have a bit of gap in new fundraising talent coming into the sector too. Charities need to realise that every action they can and should take to appeal to the amazing talent still across the sector matters.

Little things matter more than ever now – candidates know what they want and expect from their next employer, and clarity is high on the list. Showing the salary is one of the many ways recruiting organisations can present their role and organisation as one people want to work for.