Pay Me or F*ck Off: Why Salary Transparency Isn’t Taboo
Let’s pretend I’m yelling.
Because I am.
SALARY TRANSPARENCY IS NOT RADICAL. IT’S NOT "CONTROVERSIAL." IT’S COMMON FKING SENSE.
But somehow, in tech,an industry that prides itself on being "innovative" transparency, especially when it comes to pay, is treated like a four-letter word.
And let me tell you, that’s the stupidest thing ever.
I’m tired of hearing people in power whisper, "Oh, we can't really share that information upfront" or "It might create tension if people know what each other makes."
Do you know what creates tension? Finding out you’re being underpaid after years of loyalty and hard work while Brad and Chad make 30% more for doing the same job (or less).
Honesty Was My Default. Not Their Norm.
When I was a hiring manager, I didn’t play these games. I was fully transparent about everything.
It’s true. I DIDN’T GIVE AF.
I told candidates the salary range before the first interview. I shared the exact expectations of the role, the actual day-to-day work (not the fluffy "we're a family" talk), and even the culture , yes, including the parts that were toxic.
Because here’s the thing: this place I worked at was toxic , one of those companies that loves to hide behind "high performance" culture to justify burning people out and treating them like they’re disposable.
Salary Transparency Doesn’t Scare Good Candidates. It Empowers Them.
So when I hired for my team, I was honest. I told candidates:
"This place will expect too much of you. They will call it 'high standards,' but it will feel like constant stress. You will be working nights sometimes because leadership doesn’t plan ahead, and then they’ll expect you to be grateful for the 'opportunity.' If that’s not for you, I completely understand."
You know what happened? People opted out on their own , because they could make informed decisions. They knew what they were walking into, and they trusted me because I didn’t lie to them.
But you know what else happened? The people who said "I'm ready to take that on , but only for the right pay and the right role" came in strong, negotiated well, and held their boundaries , because they had all the information.
That’s what transparency does. It doesn’t "scare away" good candidates , it empowers the right ones to make the right decisions for themselves.
Sadly, my approach was not the norm. In fact, I was bullied by insecure “leaders” as if honesty was a liability instead of a strength.
If You’re Hiding Salaries, You Are the Problem.
If you are a recruiter, a hiring manager, a leader, or anyone with decision-making power , and you are still not upfront about pay , you are part of the problem.
Let me spell it out:
If you say you "care about diversity" but refuse to share pay ranges , you are lying.
If you care about "attracting top talent" but hide real numbers until the final offer , you are wasting people’s time (and disrespecting them).
If you are uncomfortable posting salaries because you know women, Latinas, Black women, and other folks of color are underpaid , you already know something is wrong.
If you’re afraid of transparency, it’s because you’re protecting inequity. Period.
The Salary Secrecy Game Is Built to Protect white Men’s Paychecks , Not Equity.
Wanna know why they keep it secret? Because they know damn well that when everyone sees the numbers, white men’s overinflated salaries will come to light.
They know women of color , especially Latinas , will realize they’ve been systemically underpaid.
And that makes people uncomfortable. You know what I say to that … Your discomfort does not matter more than our right to equal pay.
And To Every Recruiter and Hiring Manager:
If you’re still telling candidates, "We’ll share salary ranges later in the process," I want you to hear this:
You’re wasting people’s time.
You’re complicit in pay inequity.
You’re helping uphold racism, sexism, and classism in tech.
If you care , actually care , about being part of the solution:
Share ACTUAL salary ranges in the job description.
Be upfront about what’s expected in the role , no bait and switch.
Be honest about your company’s culture, including the hard parts.
Call out when leadership refuses to fix inequitable pay.
And if you can’t do these things? Step aside for someone who will.
To My Latinas in Tech: Know Your Worth.
To every Latina reading this: if they won’t give you numbers up front? Walk away.
If they lowball you and call it "market rate"? Walk away.
If they can’t look you in the eye and give you a real offer , with transparency and respect , you don’t owe them a damn thing.
You are not asking for a favor. You are demanding what you’ve earned.
FAQs About Salary Transparency
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Because it exposes pay gaps, protects workers from exploitation, and forces companies to address inequities instead of hiding them.
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Walk away. Companies that refuse transparency at the start will not value you once you’re inside.
We’re Not Waiting for Them Anymore
This industry acts like salary transparency is some "radical" idea when the truth is, it’s basic human decency.
I’m over watching people pretend it’s complicated. It’s not. If you care about equity, you post the salary. You pay people fairly. You fix the gap.
Anything else is excuses. lies. And cowardice.
If you’re a Latina in tech and need help figuring out how to advocate for your worth , or if you want to share your own story of pushing back against these broken systems , my inbox is open.
Because if we wait for them to do the right thing, we’ll be waiting forever. So let’s do it for ourselves, and each other.