Be InRange — or pay for being out of range…
Paste a job posting. InRange checks it against every state pay-transparency law it touches, then shows you the statute — not an opinion.
For US employers and recruiters hiring in the US. Not offered in the EEA or UK.
Some employers only disclose a range on their own rendered careers page — not in their ATS's raw data. Confirmed on a live Stripe posting (2026-09-10). InRange tries to render the posting the way a candidate would see it, instead of relying only on a data export — this doesn't catch everything (a range shown as an image, gated content, a PDF), so we say "try," not "guarantee."
Each state decides who must publish a pay range, where, and what a miss costs: from a few hundred dollars to six figures. A role marked "remote" can touch all 23 rules at once.
From a complaint, a class action, or a candidate with a screenshot of the page.
Paste the posting, see which states apply and read the exact statute, with a link and the date we verified it. Already live? You get what is missing, a fix to paste and a weekly re-check. Some states give a first violation a cure period, but only if you fix it fast.
A citation, not an opinion: you and your counsel decide.
People who publish job postings and don't want to learn 23 rules to do it.
you publish job postings for roles in the United States, as an employer or as a recruiter, at any size.
you are a job seeker or consumer, you hire only outside the US (we check US law only), or you are in the EEA or UK, where we do not offer InRange. It does not replace a lawyer either.
We read the posting the way a candidate sees it and quote the statute word for word. Anything that depends on judgement, like a remote role with no state tie, we flag and never guess.
Also checked: benefits · application close date · open-ended pay · company size
Your postings, their status and the statute on your phone, with the same account as on the web. It is waiting for App Store review.
17 states, DC and 5 cities with pay-transparency requirements, each with its own penalty band.
This is a single-posting scan, not an audit and not a document template — priced accordingly.
A single check tells you about today. The risk is what changes afterwards.
Colorado's 2024 amendment added the date the application window closes to what a posting must say. Vermont's rule took effect July 1, 2025 and was renumbered since. Delaware's starts on September 26, 2027. We watch the official sources every week and re-quote the statute when it changes.
A range gets edited out when a template is reused, an ATS syncs, or a recruiter fixes a typo. Every posting is re-checked each week, and you get an email when one that was in range no longer is.
Colorado: $500 to $10,000 per violation. Illinois: up to $10,000 for a third offense. New York City: up to $250,000. Starter is $468 a year. Those are statutory maximums, and several states give a first violation a cure period, which is exactly why catching it early matters.
One live job posting, the page a candidate actually sees. Not your pay structure, not a policy document.
Every result carries the statute sentence, a link to the source and the date we last verified it. Where we only have a summary, it says so.
We never guess a state from the posting text. Tell us where the role is, and we check the rules that apply there. It is not legal advice.
We'd rather show you the numbers than sell you a scare. Colorado fines. Washington gets sued. New York City, so far, mostly settles cases privately.
Companies named in the Washington suits include Adidas, Home Depot, Marriott, Albertsons and Burberry. Figures re-checked on 2026-10-21; we mark secondary sources. Nothing here is legal advice. It is the same rule as everywhere else on this page: a citation, not an opinion.
InRange is for businesses, not for job seekers or consumers: employers and recruiters who publish job postings for roles in the United States. It checks US pay-transparency law only (17 states, DC and 5 cities) and is not offered to customers in the European Economic Area or the United Kingdom. If you hire only outside the US, there is nothing for it to check.
No. Every result shows you the statute text and a link to the primary source — you or your counsel decide what to do with it. We never interpret an unclear case for you; where a rule is ambiguous (like remote roles), we say so instead of guessing.
17 states, DC and 5 cities with pay-transparency requirements today, each backed by a citation we've verified. We add a state once we have a real statute to point to — never ahead of that.
Yes, where the statute asks for more. Colorado also asks for the date the application window is expected to close, and Colorado, Washington, Illinois, New Jersey, Minnesota, Maryland, Connecticut and Delaware ask for a description of the benefits (Minnesota names health or retirement benefits). We look for these in the posting text. If we can't find one, the posting is marked Requires review with the item named, not Out of range, because it may be there in other words. An open-ended figure such as "$150,000+" is a miss where the law says a range may not be open ended (Minnesota, New York City) and a Requires review elsewhere.
Yes. In the dashboard, paste a company's careers address: its page on Greenhouse, Lever, Ashby or SmartRecruiters (for example boards.greenhouse.io/yourcompany), or its own address such as careers.yourcompany.com, where we look for the system behind it. We list its open US jobs, you pick the ones to check, and we import them with the location each job declares, never guessed. InRange covers the US only, so jobs outside it are not listed. Each imported job is then re-checked on its real page, so the result matches what a candidate sees. The import stops at your plan's posting limit. If we can't find a supported system (Workday and iCIMS, for example, are not supported yet), paste the posting link or text instead.
We check a posting at its source: the company's own careers page or applicant tracking system. Job boards and aggregators such as Indeed, LinkedIn, ZipRecruiter or Built In limit automated access and mostly copy the company's posting, so we don't read them. Copies can drop the pay range or show a different one, so it is worth looking at how your posting appears there. To check a copy, paste its text into InRange.
Either we couldn't match the location to a state, or a pay figure is there but needs a human look: a single amount instead of a range (some states accept one amount, others don't), an open-ended amount, or a range without something the state also asks for, like benefits or a close date. The card tells you which, and quotes the statute so you can decide.
Many pay-transparency laws apply only from a certain company size, for example 15 or more employees in California or 4 or more in New York. If you enter your company's size, a state whose law starts at a larger number is left out of the result and listed as not required at your size. You enter it once per client and it applies to all of that client's postings. If you leave it empty, we check every state.
Their disclosure obligation triggers on request or at hire, not in the posting text itself. A scan of the posting can't see whether that's been met, so we flag it as a reminder, never a false "missing."
We try to render the page the way a candidate would see it, not just pull an ATS API export — that catches ranges some scans miss. It doesn't catch a range shown as an image, gated content, or a PDF. "Try," not "guarantee."
Up to 100 tracked postings, a PDF report per posting and per client, a compliance evidence log you can export, a weekly re-check with alerts, and up to 5 team members on one account. Starter ($39 a month) covers up to 10 postings with the weekly re-check and a PDF for each. Free covers one tracked posting with its full result. Importing a whole careers page works on every plan, within its posting limit.
On the Agency plan the account owner invites up to 5 teammates by email. They sign in with their own email and see the same postings, clients and results. Only the owner manages the plan and billing.
You don't need a password. Sign in with a 6-digit code we email you, with a passkey (Face ID, Touch ID or your device's lock), or with a password if you set one. Teammates you invite receive a one-time code in their invitation.
Coming soon. The first version is waiting for App Store review. It shows your postings and their status with the same account, so what you see on the web is what you see on your phone. We will link it here when it is available.
Yes. Monthly billing, no contract, cancel whenever.
Email us — a person reads every message, not a bot.