1. We don't really want to make the huge salary discrepancies obvious to our non-tech employees. While it's theoretically true, publicly listing the difference wouldn't be great for morale.
2. There's a huge range, and where a particularly candidate falls in that range requires qualitative judgement. We consider everyone from talented new grads to senior developers with over a decade of experience, but the expected salary range can swing by as much as $100k—publicly listing such a big range isn't helpful for anyone. (Yes, I understand that we could theoretically have different job listings but our criteria are driven more by "how much smart shit can you get done" and "how much will you learn" than by years of experience or anything quantifiable on a careers page.)
> Note that it's pretty strange to claim that you can't attract enough skilled engineers even at higher salaries when you're keeping the fact that you pay higher salaries a secret. How do you expect this mechanism to work?
It's not that I think an unadvertised salary will by itself attract skilled engineers—I'm just using our experience as a counterfactual for the claim that there are loads of senior developers but we aren't willing to pay them enough. Note that in private conversations/outreach, we do try to be upfront about salary ranges.