How to Answer "What Are Your Salary Expectations?" (With Scripts)

Saying the wrong number too early can cost you thousands — or knock you out of the running entirely. Here's exactly how to handle this question at every stage of the process.

Why This Question Is a Trap

When a recruiter asks "What are your salary expectations?" early in the process, they're not trying to help you. They're trying to anchor the negotiation in their favor — before you know the full scope of the role, the team, or the total compensation package.

If you say a number that's too low, you've set a ceiling on yourself. If you say a number that's too high, you might get screened out before you even get a chance to make your case. The goal is to delay committing to a number for as long as possible — and when you do give one, to give a range backed by data.

Do Your Research First

Before any interview, you need a number in your head. Not a guess — a researched range. Here's where to look:

• Levels.fyi — best for tech roles, shows total comp including equity and bonus
• Glassdoor / LinkedIn Salary — broad coverage, good for non-tech roles
• Blind — anonymous peer data, often more candid than official sources
• The job description itself — many states now require salary ranges by law; check if it's listed
• People in your network — a direct ask to a peer is often the most accurate data point you'll get

Once you have a range, set your target at the upper-middle of that range. You want room to negotiate down without going below your floor.

Scripts for Every Scenario

When asked early (phone screen)

This does three things: it deflects without refusing, it gives a range (not a single number), and it flips the question back to them.

When pushed for a specific number

When you're currently underpaid

Never anchor to your current salary if it's below market. You're not asking for a raise — you're pricing yourself correctly.

When the company asks you to fill in a form

Some applications require a number in a field. Use the top of your range. You can always negotiate down; you can't negotiate up from a number you already submitted.

Mistakes to Avoid

• Giving a single number instead of a range. A range gives you flexibility. A single number is a ceiling.
• Anchoring to your current salary. Especially if you're underpaid. Base your number on market data, not your paycheck.
• Saying "I'm flexible" without a number. This signals you don't know your worth. Always have a range ready.
• Giving a range that's too wide. A $40k spread looks like you haven't done your homework. Keep it within $15–20k.
• Forgetting total comp. Base salary is one piece. Equity, bonus, PTO, remote flexibility, and benefits can add up to 30–50% of your total package.

After You Give a Number

Once you've named a range, stop talking. Silence is your friend. Let them respond. If they come back with an offer below your range, don't accept on the spot — ask for time to review the full package.

When you have an actual offer in hand, that's when the real negotiation starts. Compare the total compensation, not just the base. Factor in equity vesting schedules, bonus structure, and benefits. If you're evaluating multiple offers at once, a side-by-side comparison is essential — gut feel isn't enough when the numbers are this close.