Current statistics on job postings, salaries, remote work, and posting lifespans, measured directly from 675,000+ live job postings across 3,300+ employers, pulled from employer applicant tracking systems and government job boards by JobWeb Board. Each figure links to the full analysis with methodology. Cite freely with a link to this page; numbers are refreshed as new analyses are published.
What percentage of job postings list a salary?
- 24.2% of live postings list an annual salary (161,000+ of 661,163 postings, July 23, 2026)
- Including hourly-rate disclosures, about 30% show a usable pay number
- Three out of four postings tell you nothing about pay
- 18% of companies list pay on none of their postings
- Salary disclosure by seniority runs backwards: individual contributors 21.8%, managers 39.5%, directors 51.4%, executives 43.1%
Full analysis: Three out of four job postings won’t tell you the pay
How many job postings say whether a job is remote?
- 51.3% of live postings state no work mode at all (343,310 of 669,822 postings, July 24, 2026)
- Of all postings: 23.5% onsite, 14.4% hybrid, 10.8% remote
- Fully remote roles are about 1 in 9 of the whole market
- 42.3% of postings state neither pay nor work mode; only 1 in 6 states both
- Postings that hide work mode also hide pay: only 17.5% of no-work-mode postings list a salary, versus 40.3% of hybrid postings
Full analysis: Half of job postings won’t say where you’ll work
What do disclosed salaries look like in the US?
All figures from US postings listing an annual salary, July 25, 2026:
- Median: $130,650; middle half of the market: $90,380 to $178,839; average: $142,785
- Remote premium: remote median $150,000 vs onsite $118,797, about 26% more
- By seniority: individual contributor $120,627, manager $142,738, director $207,104, executive $185,000 (the executive dip reflects VP-heavy postings and privately negotiated C-suite pay)
- Same rung, different market: engineering IC median $161,418 vs finance IC $100,000
- A separate hourly market: 40,000+ postings disclose hourly rates, median $19.75/hour
Full analysis: What posted salaries actually say about the US job market
How long do job postings stay open?
From a cohort of newly created postings tracked for six to ten weeks (July 26, 2026):
- 1 in 4 postings is gone within 7 days
- Still open after 7 days: 72.5% · 14 days: 55.8% · 30 days: 42.4% · six weeks: 28.3%
- Closure speed varies enormously by industry: staffing and recruiting postings are gone within 30 days 94.9% of the time, government 77.1%, software 34.1%, aerospace and defense 25.7%
- Among postings confirmed still open, the median age is 19 days, and 1 in 8 has been open more than 90 days
- Daily churn: roughly 14,000 new postings arrive and at least 7,000 close every day
Full analysis: One in four job postings disappears within a week
How many job postings mention benefits?
From full-text analysis of 646,068 live job descriptions (July 27, 2026):
- 43.7% of postings never name a single specific benefit: 13.9% say only “benefits” generically, and 29.8% say nothing at all
- Among full-time postings, 28.7% still say nothing; part-time postings are less silent (23.2%)
- Mention rates by benefit: health insurance 37.3%, retirement/401(k) 37.2%, paid time off 36.2%, bonus 24.2%, parental leave 21.0%, tuition assistance 12.5%, equity/stock 11.3%
- Parental leave appears in only 1 in 5 postings
- Benefits silence travels with pay silence: postings that disclose pay name specific benefits 79.3% of the time, versus 41.7% for postings that don’t
- Industry figures are dominated by high-volume employers: retail’s parental-leave rate is 35.8% with its three biggest employers and 6.5% without them
Full analysis: 43% of job postings won’t name a single benefit
Which US states require salary ranges in job postings?
As of July 2026, thirteen states require a salary range in the posting itself: California, Colorado, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Virginia, and Washington, plus Washington, D.C. and several cities. Two are new this month: Virginia (effective July 1, 2026) and Maine (effective July 29, 2026). Despite the laws, national disclosure remains at 24.2%, partly because coverage thresholds vary, enforcement is complaint-driven, and a wide “compliance range” satisfies many statutes while conveying little.
Background: the pay-transparency law section of our disclosure analysis.
About this data
All statistics are measured directly from live job postings on JobWeb Board, which sources postings from employer applicant tracking systems and government job boards rather than aggregators, and removes postings when they disappear at the source. Salary figures are USD annual base ranges represented by midpoints; hourly disclosures are counted separately. Each linked analysis carries its full methodology, including cohort construction and verification rules. Snapshot dates are stated per figure; the corpus and ratios are re-verified as new analyses are published.
Questions about the data or requests for specific cuts: see the company page for contact details.