How to Answer 'What Are Your Salary Expectations?' (With Examples)

"What are your salary expectations?"

Six words that make even seasoned professionals freeze. Answer too high and you price yourself out. Answer too low and you leave thousands — sometimes tens of thousands — on the table. Dodge it awkwardly and you look unprepared.

The good news: this question is entirely manageable with the right preparation. The people who get it wrong are almost always the ones who walk in without a researched number and a strategy for when to share it.

This guide gives you both. You'll get the research framework, the psychology behind why employers ask, and word-for-word scripts you can use in your next interview — whether it's a phone screen, an application form, or a face-to-face negotiation.

Why Employers Ask About Salary Expectations

Before we cover how to answer, it helps to understand what the interviewer is actually trying to learn.

They're checking budget alignment. Every role has a compensation band. If your expectations are wildly above or below that band, continuing the process wastes everyone's time. This is the most common reason — and the most legitimate. They're gauging your market awareness. Candidates who cite a well-researched number signal professionalism. Candidates who throw out a random figure — or visibly panic — signal inexperience. Your answer tells them how seriously you've prepared. They're trying to anchor the negotiation. This is the strategic reason. Whoever names a number first in a negotiation tends to anchor the entire conversation around that number. If you say $100K, the final offer will orbit $100K — even if the role's budget went up to $130K. This is why deflecting (when possible) is often your best opening move.

Understanding these motives helps you respond strategically rather than reactively. You're not just answering a question — you're making a negotiation move.

Step 1: Research Your Market Rate Before the Interview

The single biggest mistake candidates make is walking into an interview without knowing their market value. Everything else — the scripts, the deflection tactics, the range strategy — depends on this.

Where to find salary data:

Levels.fyi — The most accurate source for tech roles at specific companies. Covers base, equity, and bonus by level.

Glassdoor — Broad coverage across industries. Useful for getting a general range, though self-reported data can skew low.

LinkedIn Salary — Good for benchmarking by title, location, and experience. Requires a LinkedIn account.

Job postings with salary bands — Required by law in New York City, Colorado, California, and Washington State. Search for your target role in these locations to see what companies are actually willing to pay.

CareerCheck salary guides — We cover 14 tech roles across major cities with real market ranges. See our guides for Software Engineer, Data Analyst, Product Manager, UX Designer, and Frontend Engineer salaries by city and experience level.

How to build your range:

1. Collect salary data from at least three sources 2. Focus on the median for your experience level, not the average (averages get distorted by outliers) 3. Note the 25th and 75th percentile — this gives you a realistic floor and ceiling 4. Factor in your location, specific skills, and any certifications that carry premium 5. Determine your walk-away number (the minimum you'd accept) and your target (what you'd be genuinely happy with)

Your salary range in the interview should span from your target to about $15K–$25K above it. This way, even if the employer negotiates you toward the bottom of your stated range, you still land at or above your target.

Step 2: Know When to Deflect (And How)

The highest-leverage move in salary negotiation is often not answering the question at all — at least not immediately. If you can get the employer to share their budget first, the entire negotiation shifts in your favor.

When to deflect:

Early in the process (phone screen, application form)

When you don't yet understand the full scope of the role

When you suspect the employer's range might be higher than what you'd initially say

Deflection Script 1 — Redirect to the employer's range:

"I'm flexible on compensation and more focused on finding the right fit. Could you share the budgeted range for this position? That would help me confirm we're aligned."

Deflection Script 2 — Delay until you know more:

"I'd like to learn more about the role's responsibilities and the full compensation package before discussing a specific number. Can we revisit this once I have a clearer picture?"

Deflection Script 3 — For application forms that require a number:

If an online application requires you to enter a salary expectation and won't let you leave it blank, enter a reasonable range midpoint based on your research. You're not locked in — this is a starting point for conversation, not a binding commitment.

Most reasonable hiring managers will respect these responses. If an employer insists you name a number before explaining the role, that itself is useful information about how they negotiate.

Step 3: Give a Range (Not a Single Number)

When the time comes to talk numbers — whether because the employer pressed, or because you've reached the offer stage — always give a range.

Why a range works:

It signals flexibility without giving away your floor

It demonstrates research and market awareness

It gives both sides room to negotiate toward the middle

It avoids the trap of a single number that's either too high or too low

The range strategy: Set your range so your target salary sits near the bottom. This is counterintuitive but critical. Employers almost always negotiate toward the lower end of a candidate's stated range. If your target is $140K, stating a range of $140K–$160K means even a "low" counter-offer hits your goal. Example Script — Giving a researched range:

"Based on my research for senior [role] positions in [city], and considering my [X years] of experience with [specific skill/technology], I'd expect base compensation in the range of $140,000 to $160,000. Of course, I'm also considering the full package — equity, bonus, benefits, and growth opportunity — so there's flexibility depending on the overall structure."

This script does several things at once: it anchors to market data (not personal desire), it names specific qualifications that justify the range, and it signals openness to negotiate on total comp — not just base.

Scripts for Every Scenario

Here are ready-to-use responses for the most common situations.

Scenario 1: Phone Screen (Recruiter Asks Early)

"I'm open to discussing compensation once I understand the role better. For now, could you share the range the team has budgeted? I want to make sure we're in the same ballpark before we invest more time."

Why it works: It's collaborative, not combative. You're saving both sides time while asking the recruiter to show their cards first.

Scenario 2: You're Switching Careers or Industries

"My previous compensation was in a different industry, so I don't think it's the most relevant benchmark. Based on what I've researched for [target role] in [target market], I'd expect something in the range of $X to $Y. I'm most focused on finding the right role where I can make a strong impact."

Why it works: It prevents the employer from anchoring to your old (potentially lower) salary while showing you've done your homework on the new market.

Scenario 3: The Employer Shares Their Range First

"That range aligns with what I've seen in the market. Based on my [specific experience/skill], I'd be looking toward the higher end of that band — around $[number]. Could you tell me more about how the equity and bonus components are structured?"

Why it works: You've confirmed alignment, anchored high within their range, and opened the conversation to total comp — where there's often more flexibility.

Scenario 4: Your Current Salary Is Lower Than Market Rate

"I'd prefer to focus on the market value of this role rather than my current compensation. For a [level] [role] in [city] with my background in [skill], the market data I've reviewed suggests $X to $Y. That's the range I'm targeting."

Why it works: In many states (California, New York, Washington, and others), employers are prohibited from asking about salary history. Even where it's legal, you have no obligation to anchor to an underpaid position. Always negotiate from market value, not from your current paycheck.

Scenario 5: You're Applying for a Remote Role

"Since the role is remote, I've been looking at the salary data for [company's HQ city] and similar distributed companies. Based on that research, I'd expect a range of $X to $Y for this level. Does the company adjust compensation by location, or pay a flat rate regardless of where I'm based?"

Why it works: It flags the location-adjustment question early, which can swing your offer by 10–20% depending on the company's policy. Better to know before the final offer.

What to Avoid: Common Mistakes

Don't give a single exact number. "I want $135,000" leaves no room to maneuver. It either works or it doesn't. A range keeps the conversation open. Don't apologize for your number. "I know this might be a lot, but..." undermines your position before the negotiation starts. State your range confidently and let the data speak for itself. Don't reveal your current salary (unless required by law). Your current comp has nothing to do with what the new role is worth. Many states have banned salary history questions — but even where they haven't, "I'd prefer to focus on the value of this role" is a perfectly acceptable response. Don't lowball yourself to "get the job." Companies rarely rescind offers because a candidate asks for market rate. If your researched range prices you out of a role, that's useful information — the role was going to underpay you anyway. Don't forget total compensation. Base salary is one number. RSUs, bonus, signing bonus, 401(k) match, and benefits like health insurance, PTO, and remote flexibility all have real monetary value. A $140K offer with $30K in annual equity and a $20K signing bonus is a $190K first-year package. Compare total comp, not just base.

Negotiating After the Offer

The salary expectations conversation sets the stage, but the real negotiation happens when the offer arrives. If you've used the strategies above, you should receive an offer within or near your stated range. From there:

1. Don't accept on the spot. Always say: "Thank you — I'm excited about this. I'd like to review the full details and get back to you within [24–48 hours]." This gives you time to evaluate and counter without pressure.

2. Counter with data. If the offer is below your target, respond with market evidence: "I've reviewed the offer and I'm very interested. Based on my research for comparable roles, I was expecting base closer to $[target]. Is there flexibility on the base, or could we look at equity or signing bonus to bridge the gap?"

3. Negotiate beyond base. If the employer is firm on base salary, there's often flexibility on signing bonus, RSU grants, start date, remote work, PTO, or relocation. These add real value without changing the salary line item.

4. Get it in writing. Verbal promises about raises, equity refreshes, or future promotions don't count. The offer letter is the commitment.

For a complete salary negotiation framework, see our in-depth Salary Negotiation Guide.

Your Pre-Interview Salary Checklist

Before any interview where compensation might come up, make sure you can check every box:

[ ] Researched salary data from at least 3 sources

[ ] Identified the median salary for your role, level, and city

[ ] Set your walk-away number (minimum acceptable)

[ ] Set your target number (what you'd be happy with)

[ ] Built a range with your target near the bottom

[ ] Practiced your deflection script out loud

[ ] Practiced your range script out loud

[ ] Reviewed the company's known salary bands (Levels.fyi, job postings, Glassdoor)

[ ] Considered total compensation — not just base

The candidates who handle this question well are not more talented or more confident. They're simply more prepared. A researched range, a clear strategy for when to share it, and practice saying it out loud — that's all it takes to turn the most stressful question in any interview into a competitive advantage.

Benchmark your salary before your next interview: Explore salary data by role and city →