“What are your salary expectations?” How to answer, with sample answers

Updated October 17, 2026

To answer “What are your salary expectations?”, research the going rate for the role in your area, then give a range whose bottom is a number you would genuinely accept and whose top is slightly ambitious. Early in the process you can ask about the budget first; at the offer stage, talk about the whole package.

To answer “What are your salary expectations?”, give a researched range for the role and your location, with a bottom you would genuinely accept and a top that is slightly ambitious. Early on, it's fine to ask for the budgeted range first; later, discuss base pay as part of the whole package.

Why do interviewers ask about salary expectations?

It is rarely a trap. Most of the time the recruiter has an approved budget for the role and wants to know, before investing hours in interviews, whether you and the company are in the same zone. You may hear it as “What are you looking for compensation-wise?”, “What's your target salary?” or “Where do you need to be?”.

What they are really checking:

Budget fit. If your expectations are far above the range, they would rather know now than after the final round.
Market awareness. A clear, researched answer shows you understand the level of the job. A number pulled from nowhere suggests the opposite.
Professionalism. How calmly you talk about money tells them how you'll handle other uncomfortable conversations.

How do you research a salary range for your role and location?

Never walk into this question without numbers you found yourself. Combine several sources, because each one has blind spots:

The national statistics office. In the US, the Bureau of Labor Statistics publishes pay data by occupation and area; in the UK, the Office for National Statistics publishes earnings data. It's broad, but reliable for a baseline.
Salary guides from recruitment agencies. Many staffing firms publish yearly salary surveys by role, sector and city. They tend to reflect what agencies see in recent placements.
Job ads that show a range. In a growing number of places, employers have to post pay ranges, so search for the same title in your area and note what similar roles list. Ten ads give you a realistic picture.
People in the field. Former colleagues, a mentor, a professional association or an alumni network. Asking “What range would you expect for this kind of role?” feels less awkward than asking someone's own salary.
Union contracts or public pay scales, if you work in a sector that has them, such as public service, education or healthcare.
Salary-comparison websites, with caution: they rely on self-reported data and can be thin for niche roles.

Adjust what you find for the level of the role (scope, team size, seniority), the company's size and the cost of living where you'll work.

In what form do you state your number?

In the US and most English-speaking markets, the convention is annual base salary, before tax. Say it that way: “I'm targeting a base salary in the range of [X] to [Y].” If the role is hourly, give an hourly rate. Keep bonuses, commission and equity separate from the base, because companies budget them separately.

If you are applying abroad or to a company that quotes pay differently (monthly, or including allowances), match their format so you're comparing the same thing.

When should you give a number, and when can you wait?

In the first screen, it's reasonable to ask first: “Before I give a number, could you share the range you've budgeted for this role?” Many recruiters will tell you. If they don't, give your range. Refusing to say anything at all can stall the process. Our guide to phone screen interview questions covers what else comes up in that first call.

In later interviews, the hiring manager rarely brings it up. If they do, repeat the range you gave the recruiter: consistency matters.

At the offer stage, you finally have concrete information about the role, the team and the package, so this is where you negotiate. You can adjust your range if the scope turned out bigger than the posting suggested.

How do you phrase a salary range?

A good range follows three rules:

The bottom is a number you would happily accept. Companies often aim for the lower end, so don't put a number there that would disappoint you.
The top is slightly ambitious but defensible. Anchor a little above your target, within what your research supports.
It's narrow. A spread of roughly 10 to 20 percent between the two ends sounds researched. A range that's far wider sounds like guessing.

Then add one sentence that keeps the conversation open: “…depending on the full package and the scope of the role.”

What do you say when they push for your current salary?

In some US states and cities, employers aren't allowed to ask about salary history, and many companies have stopped asking anyway. If you're asked, you can redirect politely:

Fictional example: “I'd rather focus on what this role is worth. Based on my research and the responsibilities we discussed, I'm looking at [X] to [Y].”

If you choose to share it, be accurate. Don't inflate your current pay: it can come out in a reference check or a background check, and a lie about money damages trust far more than a modest number. You can add context instead: “My current base is [X], but that doesn't include the on-call work I do, and this role is a step up in scope.”

How do you talk about the whole package?

Base pay is only one line. Before you negotiate, list what else matters to you and what the company offers:

Bonus or commission structure, and how it's actually paid out
Health insurance and retirement contributions
Paid time off and parental leave
Remote or hybrid days, and any equipment or home-office allowance
Training budget, certifications, conference time
Sign-on bonus, equity, relocation help
Timing of the first salary review

A slightly lower base with strong benefits can be a better deal, and things like an earlier review or extra training are often easier for a company to give than base salary.

Sample answers to “What are your salary expectations?”

The answers below are fictional. The brackets stand for the figures from your own research.

Recent graduate

Fictional example: Priya Shah, just graduated in accounting, in a first screen for a staff accountant role.

“From what I've seen in job postings for staff accountant roles in this area and in the salary guides I looked at, I'm targeting [X] to [Y] in base salary. I'm also very interested in the support for the CPA exam you mentioned, so I'd look at the package as a whole.”

Career changer

Fictional example: Daniel Brooks, ten years in hospitality management, applying for a customer success manager role at a software company.

“I know I'm changing industries, so I looked carefully at what customer success roles at this level pay here, and I talked to two people who made a similar move. A range of [X] to [Y] feels right to me, given that I've managed teams and client accounts for years. Could you tell me how that compares with the budget for the role?”

Experienced professional

Fictional example: Monica Alvarez, senior project manager, at the offer stage for a program manager role.

“Thank you, I'm excited about this offer. Given the scope we discussed, three teams and the vendor contracts, I was expecting a base closer to [Y]. Is there flexibility there? If the base is fixed, I'd like to talk about a sign-on bonus or a salary review after six months.”

What mistakes should you avoid?

No research. Saying “Whatever is standard” hands all the information to the other side.
A number that's too low. It can cost you for years, since raises are often a percentage of your base. It can also make them wonder about your level.
A huge range. A top end that's double the bottom tells the recruiter you'll take the bottom.
Ultimatums. “I won't accept less than [Y]” closes a door you may want open later. State your range calmly instead.
Lying about your current pay. It's easy to check and hard to recover from.
Bringing it up first in every interview. Let the company raise it, unless you're at the offer stage.

How do you rehearse your answer out loud?

Money is the topic where people speak fastest and apologize most. Rehearsal fixes that:

Write your range and one sentence of justification. Keep the bracket figures in front of you during calls.
Say it out loud until it sounds calm. No “um, maybe, if that's okay”: state the range, then stop talking.
Practice the push-back. Have a friend ask “That's above our budget, can you go lower?” and “What do you earn now?”
Rehearse the full screen. Salary usually comes up at the end of a first call, after questions about your background; see our list of common interview questions and our guide on how to prepare for a job interview.

Frequently asked questions

Should I put salary expectations on an application form that requires a number?

If the field is mandatory, enter the midpoint of your researched range rather than a random or very low number, and add a note if there is a comments box: “Flexible depending on the full package.” If the form accepts text, a range works better than a single figure.

Is it okay to ask what the budget is before I give a number?

Yes, especially in a first screen. Recruiters usually know the approved range, and asking “Could you share the range budgeted for this role?” is a normal, professional question. If they won't share it, give your own range rather than refusing to answer.

What if the offer comes in below my range?

Thank them, say you are still interested, and ask whether there is flexibility on base pay or on other parts of the package, such as a sign-on bonus, extra time off or an earlier salary review. Decide in advance the lowest offer you would accept so you don't improvise under pressure.

Should I give a different number to different companies?

Your range can shift with the role, the company size, the location and the package. What should stay consistent is your research and your floor. Within one company, though, keep the same range across rounds unless the scope of the job changed.

Do I have to answer if they ask in the very first minutes of a call?

You can answer briefly or say you would like to understand the role first. Either is fine. What matters is not to dodge three times in a row: by the second ask, give your range.