For urban organizations

Pay transparency posting audit for California employers

California employers with 15 or more employees must put a good-faith pay scale in every job posting, and every employer must give an applicant the scale on request. The posting audit checks every open posting you have, wherever it appears, and tells you exactly what to fix before an applicant or the Labor Commissioner does.

Who it is for

Companies at or near 15 employees posting their first roles under the rule.
Employers whose postings go out through recruiters, job boards or hiring managers without a central check.
Anyone who has received a complaint, or a pointed question from a candidate, about a missing range.

What the audit covers

Every live posting: careers page, job boards, LinkedIn, recruiter and aggregator listings.
Whether each posting carries a pay scale inside the posting itself, not a link.
Whether each range is a good-faith estimate of what you expect to pay on hire, as SB 642 now requires.
Whether the range fits what you already pay people in similar work, so the posting does not expose an internal gap.
Title and wage history recordkeeping.

What you get

A written fix list ranked by exposure, corrected range language for each posting, and a short process so every future posting goes out right: who sets the range, who approves it, and where it gets recorded.

When we’re done

Every live posting carries a good-faith range inside the posting itself.
Your ranges match what you already pay, so a posting does not reveal an internal gap.
A written process, so the next posting goes out right without me.

Sample pay transparency posting fix list — What the fix list looks like. Illustrative sample with a fictional company. Yours is built on your own documents.

What leaving it costs

A first violation carries no penalty if you show every posting now complies. After that, $100 to $10,000 per violation (Labor Code 432.3).
Since January 2026, a range must be a good-faith estimate of pay on hire, and equal pay claims reach back up to six years (SB 642). A posting that exposes an internal gap starts that clock.

Figures come from the statutes cited. What applies to your company depends on your facts.

What I need from you

A list of where you post: your careers page, job boards and any recruiters.
The pay for current employees in the roles you are hiring for.
One person who approves ranges going forward.

Price

Every company engagement is quoted in writing after a free 20-minute consult, so the price matches your headcount and scope. The quote does not change based on who asks.

The audit fee is credited in full toward a compliance check-up or a fractional HR engagement signed within 30 days, and toward a pay equity audit on the same terms.