How to answer "What are your salary expectations?"

Quick answer: Give a researched range anchored at the high end -- "based on my research and the scope of this role, I'm targeting $X to $Y." This is almost always better than deflecting or asking them to go first. The only exception: early in the process, before you know the role's full scope, a brief deflection buys you time to research.

The salary expectations question is uncomfortable because it feels like a trap. Ask for too much and you get filtered out. Ask for too little and you leave money on the table -- and lowball yourself for every raise that follows. The trap is real, but it is navigable with preparation.

Why they ask

Recruiters ask to screen candidates before spending time on interviews with salary mismatches. This is a legitimate use of the question. They also ask to anchor the negotiation in their favor. Knowing this, the goal is to give a range that is:

• Informed (not a guess)
• Anchored toward the upper end of reasonable
• Specific enough to sound researched
• Wide enough to leave room to negotiate

The research you need first

You cannot answer this question well without data. The minimum: one current salary range for the exact role, level, and geography. The preferred: three sources that converge on a range.

Where to look in 2026:

• Posted pay ranges in pay-transparency states. California, Colorado, Washington, New York, Illinois, and others require employers to disclose salary ranges on job postings. Pull 10-15 recent postings for your role level at this company and direct competitors. The midpoints are your primary reference.
• Levels.fyi for tech and finance. BLS OES for a broad baseline. LinkedIn Salary Insights for your specific title.
• Recruiter conversations. A recruiter who places your role can give you the current market rate in a 15-minute call, no commitment required.

Once you have three data points, you have a defensible range. If they converge within 10-15%, use that band. If they diverge significantly, use the highest credible source and prepare to explain why.

How to give the number

The most effective format: a range anchored at the top of market.

"Based on my research for this role and level in [city], and the scope I understand this position to involve, I'm targeting $X to $Y in base salary."

Why anchor at the top: if the employer has a range that overlaps the top of yours, they will often meet you there. If you anchor at the midpoint, that becomes the ceiling. Give yourself room.

The range width: $10,000-$15,000 is standard for most individual contributor roles. Wider ranges signal uncertainty; narrower ranges reduce negotiating room.

The floor: Your range floor is what you would actually accept. Do not put a number in your range that you would not take. If pushed to the bottom, you either take a number you set yourself or you have to walk back a stated position -- neither is good.

When to deflect (briefly)

Early in the process -- a 15-minute recruiter screen, before a job description exists, before you understand the full scope -- it is reasonable to ask about the range first:

"I want to make sure we're in the same ballpark before going further. What is the budgeted range for this role?"

This works when the recruiter has called you cold or when the posting did not include compensation information. It does not work well if they have already asked the question and you are dodging it -- that comes across as evasive.

If they ask again after your deflection, give the number. Continuing to dodge signals that you have not done the research or are not serious about the role.

What not to say

"I'm flexible" or "I'm open to market." This communicates that you have not researched the market and will take whatever they offer. It is not strategic; it is just uninformed.

Your current salary. In many states -- California, Colorado, Massachusetts, New York, Illinois, and others -- employers are legally prohibited from asking for your salary history. If asked, you can decline: "I'd rather focus on the market rate for this role and my qualifications." Even in states without legal restrictions, you are not required to volunteer it. Anchoring on your current salary, especially if it is below market, hurts you.

A single number with no flexibility. "I want exactly $135,000" sounds rigid and leaves no room to negotiate. A researched range is both more professional and more effective.

After you give the range

Two possible responses:

They confirm the role is in range. Good. Move forward with the interview process and save the detailed negotiation for the offer stage, when you have more information and more leverage.

They say the role is budgeted below your range. Ask whether the posting range is fixed or has flexibility at the senior end. If their ceiling is below your floor, you have learned something important before investing more time. A brief "I appreciate you sharing that -- it's below what I was targeting, but I'd be interested to hear more about the total compensation and growth trajectory before deciding whether to continue" is a professional way to keep the door open.

For the full offer negotiation after an employer extends a formal offer, see how to negotiate a salary offer. For how to research and document your market rate before the conversation, see am I underpaid.

Frequently asked questions

What if I don't know the market rate for the role?

Do the research before responding. If you receive the question in writing and have 24-48 hours to respond, use that time to pull three data points. If it is asked verbally in a phone screen with no time to prepare, it is acceptable to say "I want to give you an informed answer -- can I follow up by email with a specific range?" Most recruiters will say yes.

Should I always try to get them to go first?

In a first-round salary conversation, asking them to share their range is often smart. You learn their ceiling before you set your floor. But if they ask directly and you deflect twice, the dynamic shifts from strategic to awkward. Have your number ready.

Does my current salary affect what I should ask for?

It should not -- but it often does in practice. The number that matters is your market rate for the new role, not what you earn now. If you are currently underpaid, anchoring on current salary gives away value you should not give away. Research the new role's range and use that as your anchor.

What if I give a range and they offer the bottom?

Negotiate from there. A job offer at the bottom of your stated range is an opening position, not a final number. See counter offer mistakes for how to respond without leaving money on the table.

Should I factor in benefits when naming salary?

Briefly: mention you are thinking in base salary terms, and that you will factor total compensation into the full offer evaluation. Recruiters think in base salary at the screening stage. "I'm targeting $120,000-$135,000 in base; I'll evaluate the full comp picture including bonus and benefits when I have a complete offer" is the right framing.

Paste your role, level, and location into SalaryCheck to get a market-rate range before your next salary conversation.