How to Answer "What Are Your Salary Expectations?" Like a Pro
One of the trickiest interview questions job seekers face is:
“What are your salary expectations?”
It may seem like a straightforward question, but how you respond can impact your future earnings, job satisfaction, and even how a potential employer perceives your value. Many candidates make the mistake of answering too quickly or providing a number without enough context. The key to a strong response is strategy.
The First Rule: Never Say Your Number First
There are a few reasons why you should avoid naming your salary expectations upfront:
You may underestimate your worth and offer a lower number than what the employer was prepared to pay.
You may set a number that is too high and risk being ruled out before the company understands your value.
In negotiation psychology, the first number stated often acts as an anchor, meaning the rest of the conversation will be shaped around it. If you set that number too low, you have already limited your potential earnings.
A Stronger Way to Respond
Instead of stating a number, try redirecting the question back to the employer. A great response might be:
"I’m still learning about this role, so I haven’t set salary expectations yet. What does the company have budgeted for this position?"
This response achieves two things. First, it shifts the power dynamic by encouraging the employer to reveal their budgeted salary range first. Second, it demonstrates flexibility and a willingness to understand the role before settling on compensation expectations.
When the Employer Insists on a Number
Some hiring managers will push back and ask for a number before revealing theirs. In this case, the best approach is to rely on market research. A well-prepared response might be:
"Based on my research, similar positions in this industry and location pay between $X and $Y. Is this range in line with what you have budgeted for this position?"
The phrase "based on my research" is key here. Instead of making the conversation about personal expectations or financial needs, this approach frames it as an objective, data-driven discussion. This can help reduce the anxiety that often accompanies salary negotiations and removes imposter syndrome from the equation.
How to Research Salary Ranges
To provide an informed salary range, research data from multiple sources. Some of the best tools for salary benchmarking include:
Indeed – Offers employee-reported salaries across various industries.
Salary.com – Uses HR-reported compensation data.
Bureau of Labor Statistics (bls.gov/ooh) – Provides government-backed occupational wage data.
CareerOneStop – A resource from the U.S. Department of Labor.
Glassdoor – Features crowdsourced salary reports from employees.
Comparably – Provides salary insights along with workplace culture data.
A good rule of thumb for calculating a salary range is to take the average salary from your research as the lower end and then add 10-20% to establish the upper end. For example, if research indicates that the average salary for the role is $80,000, a reasonable range to present would be $80,000 to $96,000.
The Psychology of Salary Negotiation
Employers expect candidates to negotiate, and understanding the psychology behind salary discussions can give you an advantage. Three key factors influence these conversations:
Anchoring Bias – The first number mentioned tends to set the reference point for all further discussions. By letting the employer state their number first, you avoid anchoring too low.
Loss Aversion – Once an employer states a budgeted range, they are less likely to backpedal and offer less.
Market Validation – Providing a salary range based on external data reinforces your credibility and ensures that the negotiation remains professional rather than personal.
Final Thoughts
Salary discussions can feel intimidating, but with the right approach, you can negotiate with confidence while maximizing your potential earnings. The most important steps to remember are:
Never offer your number first.
Encourage the employer to share their budgeted range.
Use market research to support your salary expectations.
Approaching salary discussions with a strategic mindset ensures that you are positioning yourself for fair and competitive compensation. By shifting the conversation from personal expectations to market data, you set yourself up for a stronger negotiation.
