I hope the next step is narrowing the ranges of "info" provided. You'll sometimes see postings like "Sr Staff Engineer at [fancy corp]: 135K-900K". Info like that is better than nothing, sure, but not by much.
Imo the important information is the floor. If I could be offered an offensively low number after the trouble of applying and interviewing, I don't want to bother. The upper bound is at best for outlier rock star devs that might apply, at worst it's just bait or some arbitrary max.
I've seen companies give the range for an entire career ladder even though the listing is for a specific level. The laws aren't comprehensive enough to require it, but they should actually break it down instead. E.g. SWE1 135-155, SWE2 150-175, Sr SWE 165-200, etc. They should also detail equity comp and bonus.
If you don't do this, somebody qualified for Sr Staff will see a ridiculously low minimum, assume that's total compensation, and ignore your listing.
Have you seen those absurdly wide ranges outside Netflix? They pay all cash and computed their ranges in a pretty silly way that produces nonsensical lower bounds.
I wonder if a future law could include a clause that the salary range must be smaller than the minimum salary. Like you can't have a 250k swing with a 150k minimum salary.
