How do we show the salary? A Q&A with Pauline Taylor of HowNow

As a Sector Champion for the We Show the Salary campaign, AI learning platform HowNow is committed to showing salary info on every job ad, and to encouraging other employers to do the same. We spoke to Pauline Taylor, VP of People at HowNow, to find out more about why they’re committed to always showing the salary.

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

We believe people should have the information they need to make informed career choices. Being open about pay helps remove unnecessary barriers in the hiring process. Candidates know where they stand from the start, and it ensures conversations are based on skills, experience, and potential rather than negotiation tactics.

It also keeps us accountable. Pay transparency encourages equity across teams, helps us spot and address any inconsistencies, and reinforces the culture of openness we strive for internally.

Pay transparency encourages equity across teams, helps us spot and address any inconsistencies, and reinforces the culture of openness we strive for internally.

Ultimately, publishing salary ranges isn’t just about attracting the right talent, it’s about showing we value honesty and fairness in everything we do.

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

We clearly advertise the salary band for each role on our job adverts. This aligns with our internal pay bands and reflects our commitment to full transparency. We also publish our benefits and variable compensation details so candidates can see the total package upfront.

This approach works well for us. People applying already know the range and are happy with it, which means we can focus on assessing skills and fit rather than navigating awkward pay conversations later.

How does showing salary info on job ads help widen access to careers in tech, and support diversity across the sector?

Many people don’t apply for roles that don’t show salary information. By publishing salary bands on our job adverts, we are being transparent from the start and signalling that if someone has the skills and experience listed, they should apply, regardless of assumptions about pay.

Transparency ensures everyone can make informed decisions, which supports diversity and inclusion across the sector.

This helps widen access to careers in tech by removing a barrier that often discourages underrepresented groups from applying. Transparency ensures everyone can make informed decisions, which supports diversity and inclusion across the sector.

Has showing salaries on job ads had an impact on the organisational culture at HowNow?

Since showing salaries on our job ads, we’ve seen more referrals than ever, and candidates and employees alike really appreciate the transparency. It reinforces a culture of trust and openness at HowNow, where people feel confident that pay is fair and consistent.

And how about the recruitment process – what impact does it have on your recruitment team and on people who apply for a role at HowNow?

Publishing salary bands has a positive impact on both our recruiting team and candidates. For us as recruiters, it saves time by ensuring applicants are already aligned on expectations, so conversations can focus on skills, experience, and fit. For candidates, it removes uncertainty and helps them make informed decisions from the start, creating a smoother, more transparent experience.

Ultimately, transparency isn’t just about pay; it’s about creating a culture of openness and fairness that benefits everyone.

What advice would you give to employers in tech and beyond who aren’t yet showing salary info on their job ads?

If you’re not yet showing salary information on your job ads, my advice is simple: start doing it. Be transparent about the pay range and total compensation from the outset.

I understand some employers may worry about missing out on talent if the band doesn’t match a candidate’s expectations. In our experience, we still receive applications from people outside the published band and that opens a conversation you can have, with both sides knowing what the band is and why.

Being upfront signals fairness, builds trust, and widens access to roles by encouraging people who might otherwise self-select out to apply. It also benefits your team. Recruiters can focus on skills and fit rather than negotiating from the unknown, and candidates get a smoother, more transparent experience. Ultimately, transparency isn’t just about pay; it’s about creating a culture of openness and fairness that benefits everyone.