What are your salary expectations? is one of the most consequential questions in any interview, and one of the most poorly handled by candidates at every level. Answer too low and you leave money on the table; answer too high without grounding it in data and you can price yourself out of an offer before you have demonstrated your value.
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Why This Question Is Harder Than It Looks
The salary expectations question feels simple, but it is structurally tricky because the company usually has more information about the role’s budget and pay bands than you do at the moment you are asked. That creates information asymmetry and makes the first number you name more influential than it should be.
Timing matters as well. Asked early in a recruiter screen, the question is a filter. Asked late in the process, it is a negotiation opener. The right answer changes depending on the stage.
The Three Goals Your Answer Must Achieve
- Keep the conversation moving instead of avoiding the question entirely.
- Protect your negotiating position without giving up leverage too early.
- Show that your answer is grounded in real market data and role context.
When They Ask Early (Recruiter Screen)
At this stage, the goal is not to name a precise number you will later be locked into. The goal is to show that you are serious, prepared, and aligned enough to continue the process. The best approach is to defer briefly, ask for the range, and then give a researched range if they insist.
A strong answer often sounds like this: “I’d like to understand the full scope of the role before naming a specific number, but based on my research for this type of role in this market, I’m generally targeting a range of X to Y.”
When They Ask Late (Final Round or Offer Stage)
By the final round, you have more context about the role’s scope, the team’s needs, and the work you would be doing. That means you can be more specific. The answer should reflect the market data, your experience, and the full picture of the role rather than a generic number.
How to Research Your Number Before the Interview
Never answer this question without research first. Use data from Levels.fyi, Glassdoor, LinkedIn Salary, Blind, and the job posting itself if it includes a range. Gather five to ten data points for your role, level, location, and company type and build a floor, target, and ceiling.
- Floor: the median or lower end of the market range.
- Target: the range you would be comfortable accepting in a strong role.
- Ceiling: a higher number only justified by exceptional experience or competing offers.
The Exact Script: What to Say Word for Word
For an early recruiter screen: “That is an important question, and I want to make sure I answer it thoughtfully. Before I name a number, could you share the budgeted range for this role? Based on my market research, I’m generally targeting a range of X to Y, and I’d be happy to revisit that as I understand the scope more clearly.”
For a later-stage conversation: “Based on my research and everything I’ve learned about the role through this process, I’m targeting X. That reflects the scope, level, and market value for this position, and I’d want to discuss the full package—including base, bonus, equity, and other elements—before finalizing anything.”
Giving a Range vs. a Specific Number
A range is appropriate early in the process. Keep it narrow and meaningful—something like $110k to $125k rather than a very wide frame. A specific number is better later once you have more information and leverage.
Do not use a wide range as if it were a hard boundary. A range is an opening point, not a commitment to the bottom of it.
When to Reveal Your Current Salary
In many jurisdictions, employers are restricted from asking about your current salary, and even where it is allowed, you are not required to answer. Your current salary is often a weaker signal of your value than the market rate for the role you are interviewing for.
If asked, a strong response is: “I’d prefer to focus on the market rate for this specific role rather than my current compensation. Based on my research, I’m targeting X.”
Handling Pushback on Your Number
If they say the number is above budget, ask for the range and discuss the full package. If they ask for a more specific number, give one grounded in your research. If they ask about your current salary, redirect to market value.
Special Scenarios
- Career switcher or underpaid candidate: explicitly reframe the answer around market value rather than current compensation.
- Overqualified candidate: acknowledge the step-down and position the number appropriately for the target role.
- Startup role: discuss base, equity, and growth trajectory together rather than treating salary as the only lever.
How AI Helps You Prepare
AI is useful for researching your market value, practicing your answer, and rehearsing how you will respond to pushback. It can also help you build a salary script tailored to your current situation, whether you are coming from a different industry, switching career tracks, or negotiating a startup package.
FAQ
What if their budget is below my minimum? Be direct and gracious, and ask if there is flexibility in the total package rather than discovering the gap only at offer time.
Should I always try to get them to name a number first? It is worth trying, but do not let it become a standoff. If they keep pushing, give your researched range and move the conversation forward.