How to Answer "What Are Your Salary Expectations?

How to Answer "What Are Your Salary Expectations?"

The safest answer is a researched range anchored 10–15% above your floor, stated with a short rationale. Deflecting entirely — "whatever is fair" — signals inexperience and often backfires; interviewers need a number to move the process forward. Naming a single figure too early costs leverage. Research the role's market rate using at least two sources, decide your true floor privately, and anchor your stated range above it. If the question comes before you have enough information, it's fair to ask for their band first.

This question appears in almost every hiring process, often earlier than candidates expect. It surfaces in phone screens before you've met anyone meaningful, and how you handle it shapes the entire compensation conversation that follows. The goal is an answer that keeps you in the running, doesn't anchor you below your worth, and doesn't leave money on the table. This post walks through the research, the framing, and how to handle the most common variations — including when they push back.

Research Before You Name Anything

You can't anchor intelligently without data. Use at least two sources: a salary aggregator (Glassdoor, Levels.fyi for tech roles, Payscale, LinkedIn Salary) and something more specific — a recruiter conversation, a peer in the field, or a job posting from the same company that lists the range (now legally required in several US states and for many UK roles).

Your research needs to account for role level, industry, geography, and company size. A Senior Product Manager at a Series B startup in London earns a materially different base than the equivalent at a large tech company. Generic salary data without these filters is noise.

Once you have a realistic range, set your floor privately — the lowest number you would genuinely accept — and don't share it. That's your internal anchor, not your stated one.

How to Frame the Range

Your stated range should start 10–15% above your floor and span roughly 15–20% from bottom to top. The bottom of your stated range is where they'll try to land; the top signals your ambition. If your floor is £55k, your stated range might be £62k–£72k.

The framing matters as much as the number: "Based on my research for this role and level in [city/industry], I'm targeting £62,000–£72,000. I'm open to discussing this depending on the full package."

That closing clause is important. It signals flexibility without caving and opens the door to trading base for equity, bonus, remote flexibility, or other components.

Don't frame it around what you need ("my rent is...") or what you currently earn ("I'm on X"). Both anchor the conversation in the wrong direction. Frame it around market data and what the role is worth.

When They Ask Early (Before You Have Enough Information)

A salary question in the first five minutes of a phone screen, before you know the full scope of the role, is a legitimate reason to redirect. "I'd love to make sure we're aligned on the role first — could you share the band budgeted for it?"

Many recruiters will tell you the band at this point, which gives you real data. Some will insist on your number first. If they push, give your range rather than deflecting again — two deflections in a row reads as difficult.

If the range they share is lower than yours, that's useful information early. You can decide whether the gap is bridgeable ("I'm targeting a bit higher — is there flexibility?") or whether it's better to exit the process now rather than waste everyone's time on a number that won't work.

Handling the Push-Back

If they respond "that's above our range" or "can you come down?", resist the urge to capitulate immediately. A better response: "That's helpful to know. Can you tell me more about the total package? Sometimes the combination of equity, bonus, and benefits changes the picture."

If the full package still doesn't close the gap, be direct: "Given the market rate for this role and my experience level, I don't think I can go below [your floor +10%]. Is there flexibility in the budget?"

This is not aggressive — it's professional. If you want more context on what to expect once you have an offer in hand, how to negotiate salary without losing the offer covers the later-stage conversation in full.

Special Cases: Contract Rates and Competing Offers

If you're quoting a day rate or contract rate, the calculation changes — you're pricing in no benefits, irregular income, and admin overhead. A rough heuristic: take your desired salary equivalent, multiply by 1.4–1.6, then divide by approximately 220 working days. Quote day rates separately from PAYE conversations and be explicit about which you're discussing.

If you have a competing offer, you can use it — carefully. "I have another offer in the range of X, but I'm more interested in this role." That's real leverage, but only if you're genuinely willing to take the competing offer. A manufactured competing offer collapses under scrutiny and ends your credibility in the process.

Frequently Asked Questions

Q: Should I always give a range, or is one number ever better? A range almost always protects you better. A single number is simultaneously your ceiling and your floor. The exception: if you're very late in the process and they need your final number, commit cleanly rather than continuing to hedge.

Q: What if my current salary is lower than market rate? Your current salary is not the right anchor — market rate is. You're pricing a new role, not asking for a raise. "I've been researching the market rate for this level, and I'm targeting..." redirects the conversation cleanly.

Q: Is it ever OK to say "I'm flexible"? Only as an addendum to a real number, never as a substitute for one. "I'm targeting £65k–£75k, and I'm flexible depending on the total package" is fine. "I'm flexible on salary" alone is a non-answer that hands control to the other side.

Q: What if they ask for my salary history? In many jurisdictions you're not required to share it. If pressed: "I prefer to focus on the market rate for this role rather than my history." In jurisdictions where disclosure is required, provide the number cleanly and immediately pivot to your expectations.

*Ready to put this into practice? Voxxhire lets you practice interviews out loud with instant feedback — start free at voxxhire.com.*