What is your salary expectation?
⚡ In a Hurry? Quick Answer
Research market rates first. Give a range, not a single number. Anchor high but reasonably. Mention you're flexible and interested in the full package. If possible, try to defer until you have an offer.
💡 The Recruiter's Mind
They're determining: Are you realistic about your worth? Will you accept what we can offer? Are you someone who's researched the market? This question has nothing to do with what you "deserve" and everything to do with negotiation and market positioning. The first person to name a number often loses leverage, but handled correctly, you can use it to your advantage.
The Strategic Approach
Follow this framework to maximize your position:
- Research first: Use Glassdoor, Levels.fyi, Payscale, and industry contacts to know the market range
- Consider total compensation: Factor in bonus, equity, benefits, not just base salary
- Provide a range: Give a 15-20% spread with your ideal number at the bottom of the range
- Anchor high but reasonable: Your range should be data-backed, not pulled from thin air
- Show flexibility: Indicate openness to discussion and the full compensation package
Example Answers by Situation
When You Have Strong Market Data
"Based on my research of market rates for Senior Product Managers in the Bay Area with my level of experience and background in B2B SaaS, I'm seeing ranges of $140,000 to $165,000. Given my seven years of experience and track record of launching products that exceeded revenue targets, I'm targeting the higher end of that range. However, I'm definitely open to discussing the full compensation package including equity and benefits, and I'm flexible if the overall offer is competitive."
Early in the Interview Process
"I'd prefer to learn more about the role and responsibilities before discussing specific numbers. From what I understand so far, this position involves [mention key responsibilities]. Once I have a fuller picture of the scope and expectations, I'll be able to give you a more informed answer. That said, I'm confident we can find a number that works for both of us if this is the right fit. Can you share the budgeted range for this role?"
When Making a Career Change
"I recognize that I'm transitioning from education into corporate training, so I've researched entry to mid-level Learning & Development roles in this market. I'm seeing ranges of $65,000 to $80,000. While my salary in teaching was lower, I bring 10 years of curriculum development and adult education experience that I believe translates to significant value. I'm targeting around $70,000 to $75,000, but I'm more focused on finding the right opportunity to grow in this field than I am on maximizing salary in year one."
When You Know Their Budget Range
"I noticed the job posting mentioned a range of $80,000 to $100,000. Based on my five years of relevant experience and specialized expertise in [specific skill], I'd be looking at the upper portion of that range. Specifically, I'm targeting $95,000 to $105,000. I believe my background in [specific achievement] justifies positioning at the higher end, but I'm open to discussion about how my experience aligns with your internal leveling."
For Executive/Senior Roles
"For a VP of Sales role with this scope—managing a team of 15, overseeing $50M in ARR, and driving expansion into new markets—market compensation typically ranges from $180,000 to $220,000 base, plus performance-based bonuses of 40-50% and equity. Given my track record of growing revenue by 300% in my last role and my specific expertise in the fintech space, I'm looking for total compensation in the $280,000 to $320,000 range. I'm very interested in understanding your equity structure and how success in this role is measured for bonus purposes."
🚫 Red Flags to Avoid
- Giving your current salary instead of your expectation (especially if you're underpaid)
- Naming a specific number instead of a range
- Pulling a number out of thin air without research
- Saying "I'll take whatever you're offering" (shows desperation)
- Being completely inflexible: "I won't accept less than $X"
- Asking "What's your budget?" without providing any range first
- Lying about competing offers or current compensation
- Focusing only on base salary and ignoring total compensation
- Discussing personal financial needs: "I need $X to cover my mortgage"
Research Resources
Use these tools to determine market rates:
- Levels.fyi: Best for tech companies, includes equity data
- Glassdoor: Broad coverage across industries with employee-reported salaries
- Payscale: Detailed salary calculator based on experience, location, and skills
- LinkedIn Salary: Leverages LinkedIn's vast professional network data
- Industry recruiters: Reach out to recruiters in your field for insider intel
- Professional networks: Ask trusted contacts in similar roles (anonymously if needed)
- H1B salary database: Public data for tech and specialized roles (U.S.)
Factors That Influence Your Range
Adjust your expectations based on:
- Location: Cost of living and local market rates vary significantly
- Company size: Startups typically offer more equity, less base; corporations reverse this
- Company stage: Early-stage startups = higher risk, should mean higher compensation
- Your experience level: Be honest about where you fall in the junior to senior spectrum
- Specialized skills: Rare or in-demand skills command premium compensation
- Industry: Tech and finance typically pay more than non-profit or education
- Remote vs. on-site: Some companies adjust compensation based on work location
How to Defer the Question
If asked too early in the process, try these deflection strategies:
- Flip it back: "I'd love to understand more about the role first. What's the budgeted range?"
- Express openness: "I'm open to a competitive offer that reflects the market rate and my experience. What range did you have in mind?"
- Delay for context: "I want to make sure I understand the full scope before discussing numbers. Can we revisit this after I learn more?"
- Be collaborative: "I'm confident we can reach agreement on compensation if this is the right fit. Let's focus on determining that first."
Note: Some applications require a number. In these cases, either provide a wide researched range or, if the system requires a single number, go slightly higher than your target to leave negotiation room.
Pro Tips for Salary Negotiations
- Timing matters: The best time to negotiate is after you have an offer but before you accept
- Consider the full package: Weigh PTO, 401k match, health insurance, remote flexibility, equity, bonuses
- Don't reveal your current salary: In many states, it's illegal for them to ask. Focus on market rate, not your history
- Get it in writing: Verbal offers can change; always get the final compensation in an official offer letter
- Know your walk-away number: Decide privately what's your minimum acceptable offer
- Practice saying numbers out loud: Get comfortable stating your range confidently without flinching
- Consider your runway: If you're employed, you have more leverage than if you're desperate for income
- Think long-term: Your starting salary affects future raises and sets your baseline for future roles