How to answer the salary expectations question

Why they ask early

Recruiters ask about salary early to screen out mismatches before investing interview time. That is legitimate — but it also means the first number spoken frames the whole negotiation. Your goal in the first conversation is to stay in range without committing to the bottom of yours.

Research before any conversation

Look up the role on levels.fyi (tech), Glassdoor, Payscale, and — where employers must publish them — the pay ranges in the posting itself (required in several US states and the EU under pay-transparency rules). Anchor on the range for your level, location, and industry, not on your current salary.

Give a range, not a number

A researched range beats a single number: "Based on what I’m seeing for this kind of role in this market, I’m targeting the $X–$Y range, depending on the overall package." Make the bottom of your stated range a number you would genuinely accept — it is what recruiters hear.

The application form field

If the form demands a number and accepts text, write "negotiable" or the researched range. If it forces a single integer, enter the midpoint of your researched range rather than 0 or a lowball — many ATSs use the field as a hard filter in both directions.

Deflecting in a first call

It is acceptable — once — to turn the question around: "I’d like to understand the full scope of the role first. Could you share the budgeted range for this position?" Many recruiters will answer directly; in pay-transparency jurisdictions they must. If they insist, give your researched range rather than stonewalling twice.

Current salary is not their business

In a growing list of places (California, New York, Colorado and others) employers may not ask your salary history at all. Everywhere else you may simply redirect: "I’d prefer to focus on the value of this role — my researched target is $X–$Y." Never inflate your current salary; it is checkable at offer stage.

Total compensation, not base

Before naming numbers, know what the package includes: bonus, equity, retirement match, healthcare, remote flexibility, PTO. A $5k lower base with a 15% bonus and better match can be the stronger offer — say "depending on total compensation" so the range flexes.

When the range they name is low

Do not argue in the screening call. Note it, finish the conversation, and decide whether the gap is bridgeable ("Is there flexibility for a candidate with X?") or disqualifying. Ending politely at this stage costs nothing; discovering the gap at offer stage costs weeks.

Negotiating the actual offer

The offer conversation is separate from the expectations question. Once an offer exists, you have maximum leverage: respond with enthusiasm, ask for time to review, and counter once, specifically, with justification — a competing number, a scope difference, or market data. Vague "can you do better?" underperforms a specific ask.

What never to do

Never invent a competing offer (verifiable, and fatal if caught), never inflate current compensation, never accept and keep negotiating, and never open with an ultimatum. The same honesty rule as your resume: everything you claim must survive checking.

Scripts to adapt

Form field: "Negotiable — targeting market rate for the role." First call: "I’m targeting $X–$Y depending on total comp — does that fit the budgeted range?" Offer counter: "I’m excited about the role. Given [specific factor], I was expecting closer to $Z — is there room to close that gap?"

Where your resume fits in

Strong salary outcomes start before the interview: a resume with quantified, verifiable achievements is what justifies the top of your range. Build the evidence into the bullets — then the negotiation is about which number the evidence supports, not whether you deserve one.