Salary transparency in Hungarian job listings

In Hungary it has long been the norm to discuss salary only at the end of the interview process. Candidates now clearly expect otherwise: most won't even open a listing without a salary range. That's why every listing on Melo must include a gross salary range.

Why it helps employers

Fewer but more relevant applications. People who see the range and find it doesn't work for them don't apply — so no time is spent on interviews that fall apart over pay in the final round.

Faster hiring. When pay is settled up front, the offer stage is simpler and late-stage rejections are rarer.

More trust. An open salary range signals that a company treats its people fairly — especially important when a lesser-known brand competes with big names for candidates.

The EU Pay Transparency Directive

Under EU Directive 2023/970 on pay transparency, employers must tell applicants the starting pay or pay range for a role before the interview, and may not ask about their pay history. Member states had until June 2026 to write these rules into national law — employers who already publish a range have nothing more to do.

How to set a good salary range

Keep it realistic: the bottom is what you'd certainly pay a candidate who just meets the bar, the top what you'd pay an exceptional one. A very wide range (say HUF 400,000 to 1,200,000) says as little as no range at all.

Always give a gross monthly figure, or a gross hourly rate for hourly work. List benefits (cafeteria allowance, bonus, home-office support) separately so candidates see the full package.