How do you answer salary expectation questions?

The principle

Never give the first real number. Every dollar you name anchors the negotiation below it. The employer has a range, you have a range, and whoever names a number first loses flexibility. Your goal is to delay giving a number until you have real information about the role, the band, and their priorities.

This doesn't mean stonewalling. It means deflecting specifically, then — when pressed — naming a research-backed range rather than a single figure.

The deflection (first pass)

When the question comes early in the process — application form, first recruiter screen — deflect.

Good answers:

• "I'd like to understand the scope of the role better before giving a number. Can you share the range the company has budgeted for this position?"
• "I'm open. My salary expectations depend on the full compensation package, and I'd rather learn about the role before we talk numbers."
• "I trust that [company] pays fairly for the level. Once we both think there's a fit, I'm happy to discuss."

None of these are confrontational. They all redirect back to them naming the band first.

The deflection (second pass)

If they press — and some recruiters will — you give a research-backed range. Two rules:

1. The floor of the range is your actual target. If you want $100K, say "$100K to $115K." Do not say "$90K to $110K" hoping for the middle; you will get the bottom.
2. The range is narrow. A $20K spread is reasonable. A $50K spread signals you haven't done your homework.

Sources for the range: Glassdoor, Levels.fyi (tech), salary.com, PayScale, LinkedIn salary insights. Triangulate. Ask peers in your network. If you know anyone inside the company, that is the best data.

Application form that demands a number

Many online applications force a single number in a required field. Your options:

• Enter 0 or 1. Lets the application submit, signals "open." Some ATS systems flag this.
• Enter the top of your target range. Optimistic anchor, forces the conversation.
• Enter the market median for the role, clearly on the higher end. Defensible, not aggressive.

Avoid entering a low number "to stay in the running." You've just capped your offer.

Once they share a range

If they tell you the band ($X to $Y), two things happen:

1. You have a real number to respond to. Now you can say something like, "Based on my experience and the scope you described, I'd expect to be at or near the top of that band — the $Y end."
2. If the top of their band is below your floor, you have honest information. You can walk, or you can tell them and give them the chance to make the role work.

In the written offer stage

When the offer arrives, always counter once. Always. The worst case is that they say "this is our best and final" — which you are free to accept. The more common case is that there's $5K to $15K of room, and the counter gets you to it.

Counter on one specific number backed by market data. Don't counter on vague principle ("I was hoping for more"). Don't counter on three things at once; pick the single number that matters most and anchor there.

What about in-house recruiters who insist on a number first?

Some recruiters will not move forward until you give a figure. In that case, share the research-backed range and note that you are flexible based on the full package. Your floor is still your target.

The bottom line

You lose the first number you say. Delay it. When delay isn't possible, name a range where the floor is your target. Counter the written offer once, on one specific number. That is the entire playbook.