Corporate based in CA so we are required to post range.  We use min to midpoint as that posted range.  Hiring anyone above the midpoint needs officer approval.

There are certain areas where it’s mandatory, but even when it’s not, it’s a considerate way to respect everyone’s time during the hiring process. By posting your budgeted range, candidates outside that range will naturally self-select out. While this doesn’t replace having the comp conversation during the screening and interview process, it at least sets respectful expectations. Additionally, job seekers on some platforms can filter their search to only display jobs that have a posted range, which would prevent your opportunity from reaching potential new team members. 

Several of the comments here it sounds like it is required to post salary details, so it is a moot point there. However, to answer your question, as I have been in the talent acquisition space for 20 years and am the cofounder of ApplicantPro, PAY is always a smart idea. Most job boards, like Indeed, rank your position much higher in the search results when you include pay. Also, if you are putting a salary range, try not to have more than a $10,000 gap in the range, and I would never go more than $15,000 in the gap. For example, $45,000 - $55,000 NOT $45,000 - $85,000. "Mind the Gap" as they say in London's underground, but if the range is too high, it could hurt you in the search results. It also confuses applicants because that range could be considered Entry level, mid career or higher and makes it difficult for applicants to commit to submit their application. I hope that helps! #TheHRLife