A recruiter asks about your salary expectations, and your answer sets the ceiling for the entire process. In my coaching, candidates answer in about two seconds, and that’s exactly the problem.
Quick answer: Don’t name a number on the first call. Repeat the posted range back to the recruiter, then say you’re at the top end of it, so you’re in the same ballpark. If there’s no posted range, ask for the budget first. Keep your real figures private until an offer exists.
Why do recruiters ask about salary expectations so early?
The recruiter isn’t being nosy. In fact, they need one answer to carry back to the hiring manager: can this person afford us, and will they stay affordable later?
Whatever you say becomes your anchor. A low number gets you a low offer, and a high number can screen you out before anyone sees your resume. Either way, you lose the one thing a good negotiation needs, which is information.
Colorado, Illinois, and New York are among the states that limit pay history questions, while Maryland, Massachusetts, and California require pay ranges in job postings. Rules differ by state, so check yours. The practical point is the same everywhere: if a range exists, use it instead of guessing.
What should you say when asked about salary expectations?
Use their range, not your number. Here’s the script I teach:
- Hand the range back. “The range posted for the role is X to Y. Is that still valid?”
- Claim the top without naming a figure. “I’m at the top end of that range, so we’re in the same ballpark.”
- Stop talking. Silence feels awkward, but it’s the move that works.
The phrase “same ballpark” does the heavy lifting. It tells the recruiter you won’t come back later asking for more than the range, so they can move you forward with confidence.
Notice what you didn’t do. You didn’t answer “yes” to the range. If you simply confirm it, the company hears that you’ll take the bottom, and that’s where the offer lands.
What if there’s no posted range?
Turn the question around politely. Try, “I’d like to understand the budget for the role first. What range are you working with?” Ask anyway. The worst answer is “I can’t share that,” and then you’re no worse off than before.
If they push back and insist you go first, give a wide, honest answer tied to the market, not your last paycheck. For example, “Based on my research for this level and scope, I’m looking at roles in the X to Y range, and I’m flexible depending on the full package.”
That brings up a trap. Never give two numbers over the course of a search. If you tell the recruiter early that you need 95 and later say 105 is your all-in number, they now know your floor and your ceiling. They’ll offer 100 and call it a concession, though it’s really just arithmetic.
Should you answer “what do you make now?”
No. Redirect instead. “I’m not interested in sharing that, but what I’m looking to make in my next role is in line with the posted range.”
Your current pay tells the company how little they can get away with. It says nothing about what the new job is worth. Besides, a candidate who is changing levels or pivoting industries is a different hire than the one earning that number today, as I explain in Career Change Salary.
How do you prepare your salary expectations before the call?
Build three numbers in private: a rock-bottom number, a target, and a stretch. Then say none of them out loud on the first call.
- Rock-bottom: the lowest total package you’d accept, which is your walk-away line.
- Target: what the market pays for your level, scope, and location. Check Levels.fyi and compare at least two other sources.
- Stretch: the number you’d love to land if the role and the team are a strong fit.
In my practice, one client picked her number before we talked, about 20% over her last salary, because it felt reasonable. She hadn’t looked at the market. Once we did the research and rebuilt her story, she landed $20K above her own ceiling. Clients who negotiate see about $26K more in total comp on average, so skipping the prep is expensive.
Your private numbers also keep you honest later. When an offer arrives, you’ll know instantly whether to accept, counter, or walk, and the counteroffer questions become easier to answer.
FAQ
What are good salary expectations to give an employer?
Give the posted range, not a single figure, and position yourself at the top of it. If there’s no range, ask for the budget before you name anything.
Is it okay to say my salary expectations are negotiable?
Yes, but say it after you’ve anchored high, not instead of anchoring. “Flexible on the mix of base, bonus, and sign-on” works better than “I’m flexible.”
Should I put salary expectations in my application?
Only if the form requires it. When a field is mandatory, enter the top of the posted range, or a wide range that starts above your target.
What if the recruiter says the range is lower than I need?
Say so plainly and ask whether there’s flexibility. A clear answer now saves both sides a month.
What to do next
If you want to know what a slow search is costing you, run the job search cost assessment. It takes ninety seconds and gives you a monthly dollar figure.
If your next question is what else to ask for once the number is settled, read What to Negotiate Besides Salary next.
If you’d rather have someone run your salary conversations with you and tell you exactly what to say, book a free strategy call.