The best answer to "What are your salary expectations?" is usually to ask for their range first. If they insist, give a researched range built from market data for the job and state — with a bottom you'd genuinely be happy with — and tie it to the full package. Or politely defer until you understand the role. Don't share your current salary; redirect to what the role is worth.
Why do employers ask?
Mostly to check that you're in their budget before investing more interviews. Sometimes also to anchor low: if you say a number below their budgeted range, they save money — and you'll never know. That's why this question deserves preparation.
Strategy 1: Ask for their range first
It's a fair question, and many recruiters will answer it.
That's a great question. Before I give a number, I'd love to understand how you've budgeted for the role. What range are you working with?
If the job posting already lists a range — some states and cities require employers to publish pay ranges in job postings — use it: "I saw the posted range of [X] to [Y]. Based on my experience with [area], I'd expect to be in the upper part of it."
Strategy 2: Give a researched range
When they insist, give a range — but build it carefully.
- Look up the market range for the job in your state.
- Pick your target zone by experience: 0–2 years roughly the 25th to 50th percentile, 3–5 years the median to 75th, 10+ years the 75th to 90th. Check your job.
- Set the bottom of your range at a number you'd be happy with — your realistic target, not your walk-away point.
- Set the top 10–15% higher, and tie the range to the whole package.
Examples with national BLS data (May 2025, base pay):
| Job | Median | 75th percentile | Range for 3–5 years |
|---|---|---|---|
| Market Research Analysts and Marketing Specialists | $78,760 | $108,310 | $79,000–$108,000 |
| Diagnostic Medical Sonographers | $96,590 | $106,930 | $97,000–$107,000 |
| Information Security Analysts | $129,180 | $163,500 | $129,000–$164,000 |
| Paralegals and Legal Assistants | $62,890 | $80,080 | $63,000–$80,000 |
Based on the market data for this role in [state] and my experience with [area], I'm looking at a base salary in the range of [bottom] to [top], depending on the full package — bonus, benefits and flexibility. Is that in line with what you've budgeted?
Your floor — the walk-away point — stays private. The bottom of your stated range should be above it.
Strategy 3: Defer until you understand the role
Early in the process, it's reasonable to say you need more information.
I'm flexible for the right role, and I'd like to understand the responsibilities and the team first. Could we come back to numbers once we've talked a bit more about the role?
If they push a second time, switch to Strategy 1 or 2. Refusing three times starts to look evasive.
Base pay or total compensation?
BLS data — and most posted ranges — are base pay. When you give your range, say which you mean, and ask about the rest of the package before you compare:
- Annual bonus: target percentage and how often it actually pays out.
- Equity: grant size, vesting schedule and current value.
- Benefits: your monthly health insurance premium and the 401(k) match can differ by thousands of dollars a year between employers.
- Flexibility: remote days, PTO and schedule.
A simple way to say it: "My range is for base salary. I'm also happy to look at the full package — could you tell me about the bonus and benefits?" That keeps your base number intact while showing you're flexible.
Mistakes that cost money
- Naming your current salary. It anchors the new offer to your old pay.
- A range that starts too low. Employers aim for the bottom; make it a number you'd be happy with.
- A very wide range like "$60,000 to $90,000". It signals you haven't done research — and they'll hear $60,000.
- Apologizing for the number. "I know it's a lot, but…" invites push-back.
- Answering before you understand the role. Responsibilities change the right number.
Answers by interview stage
| Stage | What they want | What to say |
|---|---|---|
| Recruiter screen | Are you in budget? | Ask for their range; if pressed, give your researched range. |
| Hiring manager | Is the level right? | Focus on scope and value; confirm you're "in the range we discussed". |
| Final round | Can we close? | Signal enthusiasm, keep your range, save the specific number for the offer. |
| Offer | The real negotiation | Switch to one specific number above your target. See how to negotiate salary. |
"What's your current salary?"
You don't have to share it. Many US states and cities restrict employers from asking about salary history, and even where it's allowed, your old pay isn't the right basis for a new role.
I'd rather focus on what this role is worth in the market. Based on the data for this position in [state], I'm looking at [bottom] to [top].
If you're asked to fill in "current salary" on a form, you can often leave it blank or write "prefer to discuss" — see desired salary on applications.
If their range is lower than yours
| They say | You can say |
|---|---|
| "That's higher than what we've budgeted." | "I understand. How flexible is the range for the right candidate?" |
| "Is that number flexible?" | "I'm flexible on the overall package. For base, [bottom] is where I'd need to be." |
| "I need a number to move you forward." | "Then I'd say [bottom] to [top], depending on the package." |
| "Most people at this level make less." | "The market data I've seen for this role in [state] shows a median of [amount]." |
| "Our benefits make up for it." | "That's good to hear. Could you share the details so I can compare the full package?" |
When they share a range first
If the recruiter shares their range, don't accept the bottom by default. Respond to where you fit in it:
Thanks, that's helpful. Given my experience with [area] and [one result], I'd expect to be in the upper part of that range. Is there flexibility there for the right candidate?
Written applications
On online forms, the "desired salary" field works differently: you often can't ask a question back. Our guide on what to put for desired salary covers ranges, "negotiable" and what DOE means.
Why practice this one out loud
This question often comes in the first five minutes of a screening call, when you're least prepared. A rehearsed answer — "What range have you budgeted?" — sounds confident; an improvised number tends to come out low. In a practice round, an AI recruiter with a hidden budget asks exactly this question and accepts any number up to its budget — so you see right away how much you could have asked for.
Practice this conversation — first 3 minutes free
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Related: Desired salary · How to negotiate salary · Salary negotiation script