Hearing an employer ask, “What are your salary expectations?” during a preliminary phone screen or a first-round interview is one of the most stressful moments in the job search process. Hiring managers ask this question early primarily to weed out candidates who are too expensive and to establish a baseline budget for the role. However, answering this question prematurely forces you to negotiate against yourself before you fully understand the scope of the job, the health benefits, or the overall compensation package.
Official Source: https://www.indeed.com/career-advice/interviewing/interview-question-what-are-your-salary-expectations
If you give a number that is too high, you risk pricing yourself out of the interview process immediately. If you give a number that is too low, the employer will anchor to that lower figure, costing you thousands of dollars in potential earnings when the final offer is drafted. The most effective strategy is to professionally delay the conversation, pivot the question back to the employer’s approved budget, or provide a heavily researched, broad range that protects your earning potential while keeping you in the running.
Official Source: https://www.careeronestop.org/JobSearch/Interview/negotiate-your-salary.aspx
Step 1: Attempt to Deflect and Delay
When asked about salary in the very first interview, your initial move should be a polite deflection. You do not have enough information about the daily responsibilities, the team structure, or the performance metrics to accurately price your labor. State clearly that you are highly interested in the role but need more information before discussing compensation. You can say: “Right now, my primary focus is finding a role that is a great fit for both of us. I would love to learn more about the specific responsibilities of this position before we lock in on a specific salary.”
Official Source: https://hbr.org/2021/04/how-to-answer-what-are-your-salary-expectations
Step 2: Flip the Question Back to the Employer
If the recruiter presses you for a number after your initial deflection, pivot the conversation by asking them to reveal their approved budget. Every corporate job requisition has a pre-approved financial band before the job is ever posted online. You can smoothly flip the question by stating: “I am flexible depending on the total compensation package, including benefits and equity. Could you share the approved budget range you have allocated for this specific role?”
Official Source: https://www.indeed.com/career-advice/interviewing/interview-question-what-are-your-salary-expectations
Step 3: Provide a Researched, Broad Range (If Forced)
Some Applicant Tracking Systems (ATS) or aggressive recruiters will refuse to move your application forward unless you provide a concrete number. If you are forced to answer, never provide a single, static figure. Instead, provide a wide salary range (typically a $10,000 to $15,000 spread) based on objective market data from sites like Glassdoor, Payscale, or the Bureau of Labor Statistics. Ensure the bottom of your range is a number you would actually be happy accepting. For example: “Based on my market research and my five years of experience in this specific software stack, I am looking at roles in the $75,000 to $90,000 range, depending on the benefits package.”
Official Source: https://www.careeronestop.org/JobSearch/Interview/negotiate-your-salary.aspx
Step 4: Emphasize Total Compensation Over Base Salary
Whenever you provide a salary range, you must immediately qualify it by stating that the base salary is only one part of the equation. A lower base salary might be acceptable if the company offers fully paid healthcare premiums, unlimited paid time off, an aggressive 401(k) match, or annual performance bonuses. By adding the phrase “pending a review of the total compensation package,” you give yourself legal and professional breathing room to negotiate a higher base salary later if you discover their health insurance is terribly expensive.
Official Source: https://hbr.org/2021/04/how-to-answer-what-are-your-salary-expectations
Step 5: Factor in Your Walk-Away Number
Before you ever walk into an interview, you must calculate your absolute “walk-away” number. This is the minimum base salary required to cover your living expenses, debt obligations, and savings goals. If the employer reveals that their maximum budget is significantly below your walk-away number, do not attempt to convince them to magically find an extra $20,000 in their budget. Politely thank them for their time and withdraw your application, saving both you and the recruiter valuable interview hours.
Official Source: https://www.careeronestop.org/JobSearch/Interview/negotiate-your-salary.aspx
Safety Warnings: What to Avoid
Never lie about your current or past salary to justify a higher expectation. First, many states and municipalities have enacted strict “Salary History Bans” that make it illegal for an employer to even ask what you currently make, meaning you should never volunteer this information anyway. Second, if you lie about making $100,000 to leverage a better offer, and the employer utilizes a third-party background check that pulls your previous W-2 tax data, your offer will be immediately rescinded for applicant fraud.
Official Source: https://www.indeed.com/career-advice/pay-salary/salary-history-bans
Frequently Asked Questions (FAQ)
What do I put on an online application that forces a number?
Many online application portals include a mandatory “Salary Expectations” field that only accepts numeric values, preventing you from typing “Negotiable.” In this scenario, input your well-researched target base salary (not the bottom of your range, but your comfortable target). Do not enter “0” or “99999,” as some ATS algorithms are programmed to automatically reject applications with joke integers in the salary field.
Official Source: https://www.indeed.com/career-advice/interviewing/interview-question-what-are-your-salary-expectations
Is it legal for them to ask about my current salary?
It depends entirely on your location. As of recent years, dozens of U.S. states and cities (including California, New York, and Washington) have made it illegal for employers to ask candidates about their current or past salary history. These laws are designed to prevent the perpetuation of the wage gap. If asked in a state where it is banned, you can politely respond: “I am looking for a competitive market rate for this new role, regardless of my previous compensation.”
Official Source: https://www.indeed.com/career-advice/pay-salary/salary-history-bans
What if their stated budget is way lower than my range?
If the recruiter flips the question and reveals a budget that is 10% to 15% lower than your range, but you love the company, do not withdraw immediately. State: “That is slightly below the range I was targeting based on market research, but I am very interested in the role. Is there flexibility in that number for the right candidate, or flexibility regarding sign-on bonuses and equity?” If they say no, you must decide if the role is worth taking a pay cut.
Official Source: https://hbr.org/2021/04/how-to-answer-what-are-your-salary-expectations
