How to Answer 'What Are Your Salary Expectations'
The Real Problem With This Question
Most salary advice says "never name a number first." That's partially right but practically useless when a recruiter asks you three times and you keep deflecting.
The actual challenge: you want to protect your leverage without looking evasive, uninformed, or difficult to work with. Those two goals are in tension — and there's a path through them.
Knowing how to answer the salary expectations interview question well means giving the recruiter what they need (a rough range) without locking yourself into the low end of it.
Why Recruiters Ask This
They ask for two reasons:
- Budget alignment — They want to know if you're in the ballpark before investing more time on both sides.
- Anchoring — The first number stated becomes a reference point for negotiation. Whoever says a number first often ends up worse off.
Both reasons are legitimate. Understanding them lets you respond strategically rather than reactively.
The Three-Part Response Framework
Step 1: Research First (Non-Negotiable)
Before any interview, know the market range for this role in this location and company size. Use:
- Levels.fyi (for tech roles)
- Glassdoor, LinkedIn Salary, Payscale (broader market data)
- The job posting itself (many states now require salary ranges)
- Peer referrals — ask someone in a similar role what their comp looks like
Walking into a salary conversation without this data puts you at a structural disadvantage regardless of what you say.
Step 2: Redirect First, Then Range
Open with a redirect:
"I'm more focused on finding the right fit for this role, but I want to make sure we're aligned on comp before going further — can you share the budgeted range for this position?"
Some recruiters will give you the range. Many won't. If they push back:
"Based on my research and current comp, I'm targeting a base in the range of $X–$Y. That said, I'm open to discussing the full package once I have a better sense of the role's scope."
This gives them a range, anchors toward the top of what you want, and signals you're not going to get stuck on base alone.
Step 3: Set Your Range Correctly
Your range should:
- Have a bottom number you'd actually accept (not your dream number)
- Span $10,000–$20,000 depending on seniority
- Anchor the top number where you want to end up
If you want $120K, give a range of $115K–$130K.
Not $100K–$130K. That signals you'd take $100K. Not $120K–$120K. That leaves no room.
Handling the Follow-Up Pressure
Some recruiters will push harder:
"Can you give us a more specific number?"
"I'd prefer to hear more about the full compensation structure before I narrow it down. Is there a budgeted range you're working with?"
"We need a single number to move forward."
"Based on what I know about the role, $[top of your range] feels right — though I'm open to discussing once I understand the full package."
At this point, you've given a number that represents your high end. You've also signaled flexibility, which keeps the conversation moving without collapsing your position.
What to Avoid
Dodging indefinitely. Three deflections in a row makes you difficult to work with. Give a range at some point — strategic evasion is fine, stonewalling isn't.
Anchoring low out of fear. "I'm flexible" or "I'd consider anything reasonable" is not a negotiation position. It hands the other side complete control.
Inflating beyond the market. Naming a number 40% above market without justification kills the conversation. Know the range and stay within a defensible premium.
Apologizing for your number. "I know it might be a lot but…" — don't do this. State your range confidently and let them respond.
If They Ask for Your Current Salary
In many US states, employers can't legally ask for your current salary. Know your state's law. If they can ask and do:
"My current comp is $X, but I'm targeting $Y for this move based on the scope of the role and market data."
You're not hiding the number. You're immediately pivoting to what you want.
Practice This Now
Salary conversations are high-stakes and easy to fumble when nervous. Practice the deflect-then-range response out loud before your next recruiter screen.