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 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.
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.
Without a set range, more people might apply. DOE lets candidates self-select without being scared off by numbers.
If a company is trying to avoid rocking the boat internally, DOE can help them negotiate per candidate without advertising pay gaps.
Sometimes hiring managers genuinely don’t know what level of seniority they’ll land. DOE gives them room to explore.
DOE isn’t always a thoughtful strategy. Sometimes it’s just… laziness.
If the salary is lower than what people expect, hiding it behind DOE avoids awkwardness (until the interview).
When companies don’t define a salary range internally, it may point to deeper chaos: no budget alignment, unclear expectations, etc.
With DOE, the responsibility shifts to you to know your worth, anchor the conversation, and guess what’s “reasonable.”
Historically marginalized groups are more likely to ask for less. If the company has no clear range, that gap can widen.
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.
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).
If they’re asking you to define your value, bring receipts:
If they can’t move on base salary, ask about:
Sometimes the full package is worth more than the number alone.
Yesб if you:
Maybe notб if you:
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 👇
Before you guess at your value (and risk underselling yourself), drop your resume or LinkedIn profile into PayScope.ai.
We’ll tell you:
No signup. No fluff. Just data.
Because if it “depends on experience,”you should know exactly what your experience is worth.
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
Know your worth with real-time, resume-based salary insights. No guessing. No forms. Just fast, personalized results, completely free.