> Either way, there's no reason to name numbers until AFTER the company makes an offer with included compensation package details.

I agree that a candidate shouldn't name numbers until after an offer.

But I think the company should give a range as early as possible. This is because of point #2 above. As an engineering manager I've had at least one heartbreaking experience where we took a candidate through the hiring cycle and then found out we and they were way out of line re: comp. Hiring sucks enough without that curveball.

That's why, for all the warts, I'm a fan of salary disclosure laws (like those in Colorado, USA). Yes, it's hard to have an accurate range, because jobs and skills are squishy. Yes, candidates anchor towards the top. Yes, it's weird for a buyer of a thing (labor) to state a price.

But companies have more power in the hiring process (there are, after all, many employees working for a company, but usually only one company an employee works for). Companies, or the hiring managers, also have a budget.

If you are a hiring manager, I'd encourage you to have your salary range shared with candidates as early as possible in the process.