In November, New York City will implement a law requiring companies to include salary ranges in job postings. That will force tech companies with local offices (including giants such as Amazon and Google) to reveal how much they’re willing to pay workers—which could have a sizable impact on everything from job hunting to salary negotiation.

New York City follows Colorado in implementing a salary-transparency law. According to The New York Times, Washington State and California will follow suit next year. Some companies have already begun listing salary ranges publicly; for example, an Amazon listing for a Software Development Engineer II position in New York includes a salary range of $158,100 to $213,800 per year.

If you’re currently on the hunt for a new job, posted salary range will help your research efforts. For example, you’ll know at a glance whether the position is offering compensation that matches your needs. While the ranges presented by many companies are often quite large, at least you’ll know the (theoretical) minimum pay—and can negotiate upward from there.

Posted salary ranges can also ease that often-awkward conversation between hiring managers and candidates about compensation expectations. During that conversation, you can note that you saw the salary range on the job posting; use that as a starting point to discuss how your skills and experience should place your salary near the top of that range. Highlight the certifications and skill-sets that make you particularly valuable, including mastery of any cutting-edge disciplines such as machine learning and artificial intelligence (A.I.).

And remember: It’s always about more than money. Even if the maximum salary range isn’t quite what you want, you can use the job interview and subsequent negotiations to ask for other, non-monetary perks. For example, if you want a flexible schedule or funding for additional training and education, your hiring manager could prove amenable to that request—especially if you have abilities they need.