Let’s talk about something that tends to weigh on both job seekers and hiring managers: salary expectations. You may have spotted the abbreviation “DOE” in job listings and wondered what it actually means. Short for “Depends on Experience,” it signals that pay isn’t fixed and will vary depending on a candidate’s background. This guide breaks down what DOE pay entails, how to navigate salary discussions around it, and the pros and cons of using this approach in hiring.
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In simple terms, DOE means a position’s salary will be based on the applicant’s experience and qualifications. Instead of posting a hard number, employers leave it flexible—allowing room to reward stronger candidates or stay within budget. You’ll often see this used in salaried roles where applicants can bring very different levels of experience to the table.
Salary talks can be tricky territory—but they don’t have to be. Here’s how employers can approach it in a way that keeps things fair, clear, and productive:
Before you open interviews, do your research. Use industry benchmarks to outline a realistic salary range based on job responsibilities, market trends, and your company’s financial limits. Know your maximum before negotiations begin.
List out the qualifications and experience that are essential versus those that are “nice to have.” Knowing where you can be flexible allows you to match compensation more accurately to what the candidate brings to the table.
Use your interviews to go beyond the résumé. Learn about their actual work experience, transferable skills, and overall fit. Ask open questions about their salary expectations—it helps spot misalignment early.
Once you’ve got a sense of their expectations and where they fall on your pay scale, make a starting offer that reflects their value and your budget. Expect some back-and-forth; it’s all part of the process.
Once both sides have laid their cards on the table, share your final number—your best and last offer. It should be fair and firm, but communicated with respect. Whether they accept or not, clarity makes for smoother decisions.
If you can’t stretch your budget, highlight your benefits package. Things like health insurance, retirement plans, flexible work hours, or professional development support can carry real weight in a final decision.
Not every offer ends in a hire. If expectations are too far apart or the fit doesn’t feel right, be ready to move on. The right match benefits both sides—and forcing it often backfires.
Once you’ve reached an agreement, formalize the offer. Make sure salary, benefits, and other terms are documented and signed. This avoids misunderstandings and sets a professional tone moving forward.
Why do some employers prefer this method? Here are a few solid reasons:
By not listing a fixed number, you’re more likely to attract applicants focused on the opportunity itself—not just the paycheck.
DOE pay makes room for real negotiations, allowing you to tailor offers and make candidates feel seen and valued.
For companies that value discretion in compensation matters, DOE helps keep individual salary figures out of public view—especially helpful in small teams.
Of course, this approach isn’t without its downsides:
Plenty of job seekers skip right past postings that don’t include a salary range. Lack of transparency can raise concerns or suggest a lack of commitment to fair pay.
Some applicants come in with a specific figure in mind, and if it doesn’t match your offer—even with negotiation—they may walk away.
Smaller organizations with tighter budgets may benefit more from listing salary ranges upfront, avoiding extended negotiations that go nowhere.
Yes. Both mean compensation will reflect the applicant’s level of experience and skillset.
DOQ means “Depends on Qualifications.” It shifts the focus slightly more toward a candidate’s education or credentials than just experience alone.
Start by reviewing salary data for similar roles in your area and industry. Then consider how much flexibility you have, based on your internal pay structure and budget.
Include “DOE” in the salary section and optionally mention it in the job title or description. For example, “Marketing Manager (DOE)” or “Salary: Competitive, DOE.”
