What are your salary expectations? How to answer with a range
Research the market rate for the role first, then give a range whose bottom is a number you'd genuinely accept, based on the job rather than your current pay. In an early screen you can ask for their budget or give a broad range; in later rounds, name a tighter range and say what it's based on.
Why they ask
The employer has a budget for the role. Early on, they want to know if you're in it, so nobody wastes time. Later, they want to know what it will take to get a yes. Neither is a trick, but the number you say first tends to shape everything after it, so prepare it as carefully as any other answer.
Build your range before the interview
Do this once, properly, and you can answer calmly at any stage.
- Collect data points. Aim for five to ten: job posts for similar roles in your area that list pay, salary comparison sites, recruiters you've spoken to, professional associations, and people doing the job who'll tell you.
- Match the role, not the title. Adjust for seniority, team size, industry and city. A "manager" at a ten-person company and at a bank are different jobs.
- Set your walk-away number. The lowest total package you'd actually accept, considering your bills and your current job. Keep this private.
- Set your target. What a fair offer would be, given your experience and the research.
- Build the range. Put the bottom at or a little above your target, and the top at a realistic stretch. The bottom of your range is the number they'll focus on, so never put your walk-away number there.
- Think in total package. Bonus, pension or retirement contributions, health cover, leave, remote work and training budget can all move the real value of an offer.
If the job post lists a pay range, that's the most important data point you have. Make sure your range overlaps it.
Name a number or defer? It depends on the stage
| Stage | What's usually best | Why |
|---|---|---|
| Application form asks for a number | Give your researched range, or "negotiable" if allowed | Leaving it blank can get you filtered out |
| Recruiter phone screen | Ask their budget first; if pressed, give a broad range | You don't know the full job yet |
| Hiring manager interview | Defer politely if you can; give your range if asked directly | Focus on fit first |
| Final round | Give a tighter range with your reasoning | You now know the scope |
| Offer stage | Respond to their number, not yours | You're negotiating now |
Exact lines you can use
These use made-up numbers. Replace them with your own researched range and currency.
Early screen: ask for their range first
"I'd like to understand the full role before settling on a number. Could you share the budgeted range for this position?"
Early screen: if they push
"Based on what I've seen for similar roles in the area, I'm looking at something in the range of 52,000 to 60,000, depending on the full package and the scope we discuss."
Later rounds: a tighter range with reasoning
"Now that I understand the role, especially managing the two agencies and the paid budget, I'm looking for 56,000 to 60,000. That's in line with similar roles I've researched and reflects the five years I've spent running campaigns at this size."
When their range is lower than yours
"Thanks for sharing that. My research put this role a little higher, closer to 56,000. Is there flexibility in the base, or in other parts of the package, like the bonus or extra leave?"
When their range fits
"That range works for me. Where I'd land in it would depend on the full package, which I'm happy to discuss once we're both sure about the fit."
When they ask what you earn now
"I'd rather focus on what this role is worth, since the responsibilities are different. Based on my research, my expectation is 52,000 to 60,000."
For more on that one, see what is your current salary.
Mistakes to avoid
| Mistake | Why it hurts | Try instead |
|---|---|---|
| Naming your walk-away number as the bottom | They'll anchor on it, and you'll get it | Bottom of range at or above your target |
| A huge range (40,000 to 70,000) | Looks unresearched, and they'll hear the low end | A range about 10–15% wide |
| Apologising or laughing nervously | Signals you don't believe the number | Say it once, plainly, then stop talking |
| Refusing three times to give any number | Can stall or end the process | Defer once, then give a range |
| Basing it on what you need, not the role | Your rent isn't their reason to pay | Base it on the market and your experience |
| Forgetting the package | You may accept less than you realise | Ask about bonus, leave and benefits |
How to say it out loud
The hardest part of this question isn't the research; it's saying a number without your voice rising or rushing. Practise the exact sentence until it sounds like a fact, then add silence after it. Many people fill the pause with "…but I'm flexible," which undoes the number. Recording yourself helps, and Speaking Coach has an "Ask for a raise" scene that is useful practice for saying a figure calmly with someone pushing back.
Questions people ask
Should I give a range or a single number?
A range is usually better early on because it leaves room to negotiate. In late rounds, a tight range or a single number with clear reasoning can sound more decisive.
Is it okay to say "I'm flexible"?
Only with a range attached. "I'm flexible" alone tells them nothing, and suggests they can offer anything.
What if I've no idea what the job pays?
Ask the recruiter for the budget, look up five or more comparable job posts that list pay, and ask people in similar roles. Don't guess from your current salary alone.
Should I include bonus and benefits in my range?
State whether you mean base salary or total package. Most people quote base salary and then discuss the rest separately.
What if they ask for the lowest I'd accept?
Don't share your walk-away number. Repeat your range and ask what flexibility they have. See the lowest salary you would accept for exact lines.