Paste a job posting. InRange checks it against every state pay-transparency law it touches, then shows you the statute — not an opinion.
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."
18 jurisdictions 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.
We'd rather show you the numbers than sell you a scare. Some states fine. One large city, so far, mostly hasn't.
Companies named in Washington test cases include Adidas, Home Depot, Marriott, Albertsons, and Burberry. Nothing here is legal advice — it's the same rule as everywhere else on this page: a citation, not an opinion.
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.
18 jurisdictions 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.
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."
Yes. Monthly billing, no contract, cancel whenever.
Email us — a person reads every message, not a bot.