How Do I Negotiate Salary When the Job Posting Shows a Pay Range?

Key facts

The specifics, before the explanation.

• 13 states plus DC require pay ranges in postings as of 2026; Colorado was first in 2021 and the list has grown each year
• Most laws apply to any posting for a role that could be performed in the state, so remote roles are frequently covered
• Posted ranges are often wide because they span multiple levels; ask which level the role is budgeted at
• Many states also ban asking for your salary history, so you are not obliged to share your current pay
• Base salary is only one lever: sign-on bonus, equity, start date, title and vacation are often easier to move

What this actually means

A posted range changes the negotiation because both sides know the numbers. The mistake most candidates make is to treat the range as the answer and accept whatever is offered within it. The range is the employer disclosing their budget; you still have to make the case for where in that budget you belong.

Start by finding out what the range really represents. In many companies a single posting covers two or three internal levels, so a range of 90,000 to 150,000 dollars might be 90 to 115 for one level and 120 to 150 for the next. Ask the recruiter early: which level is this role being hired at, and what does the range look like for that level. That one question often reveals a much narrower band.

When you state your number, give one figure, not a range, and put it in the upper half of the band with a reason. For example: based on the range you posted and my five years running this kind of program, I am targeting 135,000. Then stop talking. If they come back lower, ask what would need to be true for the higher number, or move to other components like a signing bonus or a six-month review.

Say it out loud before the call. Candidates who have never heard themselves ask for a number tend to soften it in the moment, add apologies, or accept the first counter. Two or three rehearsals of the exact sentence, including the silence afterwards, make a measurable difference in how firm you sound.

What to actually do

Rules and figures move. Confirm anything time-sensitive with the official regulator before you rely on it.

• Ask which internal level the posting is budgeted at before you name a number
• Give one specific figure in the upper half of the range, with a one-sentence reason
• Decline to share salary history even where it is legal to ask; redirect to the posted range
• Rehearse your ask out loud, including the pause after it, until it sounds like a statement rather than a question
• If base is capped, negotiate sign-on bonus, start date, equity or a scheduled review instead

Frequently asked questions

Can I ask for more than the top of the posted range?

You can ask, but most companies will not exceed the band for the level. If you are clearly above it, ask whether the role can be leveled up rather than fighting over the ceiling.

Which states require pay ranges in job postings in 2026?

Thirteen states plus DC, including California, Colorado, Washington, New York, Illinois, Massachusetts, Minnesota, New Jersey, Maryland, Hawaii and Vermont. Check your state labor department for the current list and thresholds.

What if the posting has no range and I am in a covered state?

Ask for it directly; covered employers are required to provide it, and many will on request. You can also report non-compliant postings to the state labor agency.

Sources

Referenced for this guide:

• U.S. Department of Labor: wages