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The law says the specified range must be "in good faith"[1]. Your example would be easy to identify as bad faith.

Posting a large range also works against the employer for the most part. If I want to pay someone $15/hr, but I list the range as $15-60/hr, then any candidate offered $15/hr is going to think I'm valuing them very poorly.

1. https://www.natlawreview.com/article/new-york-city-to-requir...

There'd still be a lot of latitude. Some companies have 3 levels for software devs: normal, staff, and principal engineers usually encompassing 0-10, 10-20, 20+ YoE. The salary ranges for these would be massive.

Those various levels of software dev are all separate job postings.

Also this law is more about protecting people who are not in as high demand as software devs.

You could post a range like that.

at least the experience in Colorado where a similar law was passed, employers stopped doing this fairly quickly, because people strongly prefer to interview at companies with higher floors.

Sue for discriminatory hiring. Cite the advertised $∞/hour as the actual loss.

You’d probably be taken to court and lose.