What Does “DOE” Mean in a Job Posting?

You find the perfect job.

Great role, good company, fits your skill set like a glove. You scroll to the bottom to check the salary… and see three cryptic letters:

“Salary: DOE.”

Ugh.

If you’ve ever wondered what that actually means, and whether it’s a red flag, you’re not alone. Let’s break it down.

DOE = Depends on Experience

DOE is short for “Depends on Experience.” It means the employer hasn’t listed a fixed salary or even a range. Instead, they’re saying:

"We’ll decide what to pay you based on how experienced you are."

At first glance, that might seem generous like they’re willing to pay more for great talent. But it also means you’re flying blind when it comes to expectations.

Why Employers Use DOE (The Good Reasons)

1. Flexibility for negotiation

Companies want wiggle room. Especially when they’re hiring for roles where candidates vary wildly in experience. A junior might accept $65K; a senior might ask for $105K.

2. To attract a broader range of candidates

Without a set range, more people might apply. DOE lets candidates self-select without being scared off by numbers.

3. To protect internal pay equity

If a company is trying to avoid rocking the boat internally, DOE can help them negotiate per candidate without advertising pay gaps.

4. Budget variability

Sometimes hiring managers genuinely don’t know what level of seniority they’ll land. DOE gives them room to explore.

When DOE Might Be a Red Flag

DOE isn’t always a thoughtful strategy. Sometimes it’s just… laziness.

1. They don’t want to disclose an under-market rate

If the salary is lower than what people expect, hiding it behind DOE avoids awkwardness (until the interview).

2. It signals disorganization

When companies don’t define a salary range internally, it may point to deeper chaos: no budget alignment, unclear expectations, etc.

3. It puts the burden on the candidate

With DOE, the responsibility shifts to you to know your worth, anchor the conversation, and guess what’s “reasonable.”

4. It opens the door to pay inequality

Historically marginalized groups are more likely to ask for less. If the company has no clear range, that gap can widen.

How to Handle a DOE Listing Like a Pro

1. Assume nothing

Don’t walk into the process with hope-based math. Just because you have experience doesn’t mean the offer will match your market rate.

2. Ask directly, but respectfully

Here’s a sample line:

“I noticed the role is listed as DOE. Could you share the budgeted range for this position?”

This shows you're serious, informed, and value your time (and theirs).

3. Come prepared with data

If they’re asking you to define your value, bring receipts:

• Market salary benchmarks (hi, PayScope.ai)
• Comparable roles in the region
• What you’ve earned in similar positions

4. Focus on total compensation

If they can’t move on base salary, ask about:

• Bonus structures
• Equity
• Benefits
• Flexibility
• Career progression

Sometimes the full package is worth more than the number alone.

Quick FAQ: DOE vs DOQ vs “Commensurate with Experience”

• DOE = Depends on Experience (focus on work history)
• DOQ = Depends on Qualifications (skills, degrees, certifications)
• “Commensurate with experience” = Fancy version of DOE. Same vibe, more syllables.

Should You Apply to a DOE Job?

Yesб if you:

• Feel confident in your value
• Are ready to ask questions early
• Have time to engage in negotiation

Maybe notб if you:

• Need clarity up front
• Are on a tight timeline
• Are exhausted by games and ambiguity

Final Thought: DOE Isn’t Good or Bad. It’s a Signal.

It tells you something about the employer. Maybe they’re flexible. Maybe they’re vague. Maybe they’re figuring it out as they go.

The key is to know your worth before you go in.

And if you don’t? We’ve got a tool for that 👇

Want to Know What You Should Be Paid?

Before you guess at your value (and risk underselling yourself), drop your resume or LinkedIn profile into PayScope.ai.

We’ll tell you:

• Your salary benchmark based on experience
• Your top 10% earning potential
• How your value changes across regions or remote roles

No signup. No fluff. Just data.

Because if it “depends on experience,”you should know exactly what your experience is worth.

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Further reading:
“They Said You’re Overqualified”
Why You're Invisible to Recruiters on LinkedIn
How to Ask for a Raise (Without Breaking a Sweat)
Fair Salary for My Role: Knowing Your Worth