I sometimes -very rarely give a salary band. It depends on the rapport the candidate and I have. Here are some awkward truths about salary bands.
1)- Even some of the most mature and sophisticated companies sometimes don’t have their act together on this and have no idea what to pay. Often it is up to the recruiter to inform and educate executives about we are seeing in the market. This means I am often working blind and will submit qualified people and test the limits of what management will tolerate. (Usually when the pay get’s close to/above what managers make, I see push back). 2)- When a salary range is given people only hear the high of that range (that is human nature)and when they don’t get it the very top…. May feel resentful and wonder why not (yet often they will take the job anyway). It may have nothing to do with the candidate, more to do with internal equality. The reality maybe closer to something like the most beloved, respected person on this team doesn't make this amount and yet outsider is asking for more. 3)- Recruiters are in some sense match makers. When candidates know the range and didn’t get the very most, it often feel like the company is saying “We don’t think you are the prettiest princesses at the ball but we’d still like to marry you.” Then they want to know why they are perceived as B players, and maybe theya re only B players, yet perfectly able to perform the job needed. Still, does anybody here want to be told they are not at the top of thier game and the company is willing to take a chance on them anyway? I know very few managers and recruiters well equipped to have that conversation and who are able to say it with enough grace where the candidate still feels good about joining the company. I personally, rather not go there. 3)- I get that it is called work, not volunteering, but actually very few people want to work with or for people who are entirely motivated by money (sales roles are the exception here).