Which US states require salary in a job ad?

As of 2026: California (SB 1162), Colorado (Equal Pay for Equal Work Act), Washington State (SB 5761), New York State (Pay Transparency Law), New York City (Local Law 32), Connecticut, Rhode Island, Maryland, Nevada (on request), Illinois (from January 2025). GeraJobs enforces pay-range fields on all listings targeted to those jurisdictions.

Can I post a US remote job without picking a state?

Technically yes, but if the job is open to applicants in any state with a pay transparency law, the listing must include a salary range. Remote work also creates state-tax nexus questions for employers — having a remote employee in a new state may create corporate-tax, unemployment-insurance, and payroll-withholding obligations there.

What is the EEOC and when does it apply?

The Equal Employment Opportunity Commission enforces federal anti-discrimination laws: Title VII (race, color, religion, sex, national origin), ADEA (age 40+), ADA (disability), GINA (genetic information), EPA (equal pay). Coverage generally starts at 15 employees (20 for ADEA). GeraJobs blocks listings with facially discriminatory criteria.

How much does it cost to post a job on GeraJobs vs Indeed or LinkedIn?

GeraJobs: single listings from $49 flat; unlimited plan at $199/month for small business. Indeed: free listings with paid sponsorship (auction); ~$5+/apply after fees. LinkedIn: $495 per 30-day job post at standard rate; Recruiter Lite ~$170/mo. ZipRecruiter: tiered pricing starting around $299/month.

GeraJobs in the US 2026 — A Job Board Beyond Indeed, LinkedIn, and ZipRecruiter

US hiring infrastructure is ripe for a fairer boards layer. Indeed dominates search volume but operates a per-click/per-apply auction where employers bid against each other; LinkedIn dominates professional hiring but at a price that prices out startups and nonprofits; ZipRecruiter has specialised in distribution to other boards. Across all three, job seekers still complain about the same thing: ghost jobs, no salary range, vague descriptions. GeraJobs US picks a different trade-off.

Pay transparency is now US-wide in practice

By 2026 most meaningful US hiring markets have pay-transparency laws:

California SB 1162 — pay range on internal and external postings
Colorado Equal Pay for Equal Work Act — pay range and benefits
Washington State SB 5761 — pay range and benefits
New York State Pay Transparency Law — range plus job description
New York City Local Law 32 — NYC-specific rule
Connecticut, Rhode Island, Maryland, Nevada (upon request), Illinois — each with specific wording requirements

Even for roles outside these states, applicants today expect a range — and enforcement patterns are moving toward national compliance. GeraJobs requires a numeric range on every US listing, with no “DOE” placeholder.

EEOC, FLSA, and job-ad content

Title VII / ADEA / ADA / GINA / EPA: federal anti-discrimination coverage. Job ads cannot state preferences or limitations based on protected classes.
FLSA exempt vs. non-exempt: the job ad should say whether the role is exempt, and the salary range should respect the federal salary-basis test (the DOL threshold is updated periodically; we keep the gate live).
State-specific additions: California has stricter independent contractor rules via AB 5 / Prop 22; several states have their own anti-discrimination statutes extending beyond federal law.
Ban the Box: many cities prohibit asking about criminal history in the initial application.
E-Verify / I-9: work authorisation verification is separate from the ad; GeraJobs does not enforce E-Verify itself but reminds employers in the employer portal.

Remote work and state tax nexus

Hiring a remote employee in a new state often creates:

State unemployment-insurance registration
State income-tax withholding and reporting
Potential corporate income-tax or franchise-tax nexus depending on state (Texas, California, and many others have different rules)
State-specific PTO, paid sick leave, and pay transparency obligations

GeraJobs integrates with partners like Deel, Gusto, Rippling, and Justworks so that small employers can convert a remote hire into compliant payroll in minutes.

H-1B, TN, O-1, and visa sponsorship

For roles open to visa sponsorship (H-1B, L-1, TN, O-1), GeraJobs includes a “sponsorship available” field. Employers can import Labor Condition Application (LCA) data to prefill prevailing-wage information. The annual H-1B lottery and other USCIS processes run on their own calendar; the board reminds employers of key dates.

US pricing

GeraJobs single listing: $49 flat, 30 days
GeraJobs unlimited (small business): $199/month
GeraJobs Agency (recruiters): $499/month with candidate CRM
Indeed: free plus paid sponsored cost-per-apply
LinkedIn: ~$495 per 30-day post; Recruiter Lite $170/mo; full Recruiter several thousand dollars/month
ZipRecruiter: tiers starting around $299/month
Wellfound (ex-AngelList): startup-focused; free with paid promoted listings
Dice: tech-specific; tiered

A seller, a recruiter, and a candidate

An Austin SaaS startup posts a senior product role on GeraJobs at $49, salary range $180,000–$220,000, US-remote, visa-friendly. A Seattle recruiter on the Agency plan sources candidates for a Chicago fintech. A candidate in Brooklyn searches and applies to three roles on a Sunday afternoon — each with a real salary range.

Connections

Upskill with GeraLearn while job-hunting; prompt-engineering roles link to GeraQuest. Move expenses reimbursed through GeraCash. A Gera Prime Business tier includes 3 job-posting credits/month.

Sources

EEOC — Federal laws prohibiting job discrimination
US DOL — FLSA coverage and exemptions
State labor departments — pay transparency statutes
USCIS — H-1B and employment-based visa processes