As an employer, I am reticent to name a salary range because the fact is that the return on investment of employees is not normally distributed; it follows a power law where the top people return many times the amount of an average person. This may be because of connections, experience, intelligence, or a mixture. When I recruit I always want to hire a top person for whom I'm happy to pay 50% more than an average person, but realistically that's not always possible for me. If I state a salary range then I have to extend it to the amount I'd be willing to play for a top person which would mean if I'd have to settle for an average person then I'd probably set their expectations too high.
My advice is that if you're worried about going through multiple rounds of interviews to get a low offer then the solution is just to be very clear of your expectations up front before you interview. The worst case is that I say I can't afford you. Candidates should know their value too and shouldn't be afraid of letting employers know what they're worth.
My advice is that if you're worried about going through multiple rounds of interviews to get a low offer then the solution is just to be very clear of your expectations up front before you interview. The worst case is that I say I can't afford you. Candidates should know their value too and shouldn't be afraid of letting employers know what they're worth.