How to Answer 'What Are Your Salary Expectations?' (With Example Answers)
How to answer salary expectations on a job application and in an interview: research your range, example answers with and without a posted range, and mistakes to avoid.
The best way to answer "what are your salary expectations?" is with a researched range that starts a little above the number you'd happily accept. Anchor it to the posted pay range if there is one, and add that you're flexible on the total package. On an application form, use the posted range or a narrow band. In an interview, give the range and one line explaining it.
Why do employers ask about salary expectations?
They aren't trying to trick you. Mostly, they want to know whether you fit the budget before anyone spends hours interviewing.
A recruiter asks for three reasons:
- Budget fit. If the role pays $70,000 to $80,000 and you expect $110,000, it's better for everyone to find out early.
- Level check. Your number hints at how senior you see yourself. A very low number can make a recruiter wonder whether you understand the role.
- Negotiation starting point. Whatever you say first tends to anchor the offer.
That last point is why this question matters. Answer too low and you may get exactly that. Answer much too high with no reason and you may get screened out. A researched range solves both problems.
How do you figure out your salary range?
Spend 20 minutes on research before your first screening call. You'll use the number again and again.
- Start with the posting. If it shows a pay range, that's the company telling you its budget. Many US states now require it.
- Check government wage data for the occupation and area. In the US, the Bureau of Labor Statistics publishes occupational wage estimates by metro area. In the UK, the ONS Annual Survey of Hours and Earnings covers pay by occupation and region. In Canada, Job Bank lets you search wages by occupation and region.
- Compare similar postings. Look at 5 to 10 live jobs with the same title and level in the same city or remote market. Note the ranges.
- Add salary sites as a cross-check. Glassdoor, Levels.fyi (for tech) and similar tools are useful, but the data is self-reported, so don't rely on just one.
- Adjust for you. Move up for rare skills, more experience than the posting asks for, or a high-cost city. Move down if you're stretching into the role.
Then set three numbers:
| Number | What it means | How to use it |
|---|---|---|
| Walk-away | The lowest salary you'd accept | Keep this private |
| Target | What you actually want | Put this near the bottom of your range |
| Top of range | A stretch that's still realistic for the market | The top of the range you share |
So if your target is $75,000 and the market supports up to $85,000, you might say "$75,000 to $85,000". If they come in at the bottom, you still get your target.
How do you answer salary expectations on a job application?
Online forms are blunt. You often get a required box labelled "desired salary" or "salary expectations", sometimes numbers only.
Here's how to handle the common versions:
- A range is posted: enter a figure in the middle to upper part of it, or the range itself if the form accepts text. That shows you read the posting and fit the budget.
- No range posted, and text is allowed: write a range based on your research, for example "$72,000 to $82,000, depending on the full package".
- Numbers only, no range posted: enter your target figure, not your walk-away number.
- "Negotiable" or "Open": only if the form accepts it and the field isn't required. Some screening systems treat a blank or "0" as a mismatch, so don't use "0" or "999999" to get around the box.
Applying in volume? Be careful with auto-fill. One saved salary answer can be fine for one job and way off for another. If you use auto-apply, set salary answers by job title and level, and review them before anything is sent.
How do you answer salary expectations in an interview?
In a screening call or interview, a range plus one sentence of reasoning works best. Keep it calm and short. Then stop talking.
When the pay range is posted
When the pay range isn't posted
Ending with a question is useful. It turns a one-way test into a conversation and often gets you the real number.
When it comes up too early
If it's the first two minutes of a screening call and you don't know enough about the job yet, you can delay once:
If they ask again, give your range. Dodging twice can come across as evasive, and the recruiter may simply move on to the next candidate.
How do you answer salary expectations without giving a number?
You can ask for their range first, as in the example above. In some places, the law backs you up.
California requires employers with 15 or more employees to include a pay scale in job postings, and to give the pay scale to an applicant who asks for it. California employers also can't seek your salary history, though they can still ask about your salary expectations (California Labor Code 432.3). New York requires employers with four or more employees to include a pay range in postings (New York State Department of Labor). States like Colorado, Washington, Illinois, Massachusetts, New Jersey and Vermont have their own pay transparency laws, and the list keeps growing.
In Canada, Ontario has required most publicly advertised job postings to include expected pay or a pay range since January 1, 2026. It applies to employers with 25 or more employees, and the range can't be wider than $50,000 for roles paying up to $200,000 a year (O. Reg. 476/24).
Rules differ by state, province and employer size, so check the law where the job is based. If a posting is covered and doesn't show a range, it's fair to ask, "Could you share the pay range for this role?"
Should you share your current salary?
You don't have to, and in many places the employer isn't allowed to ask. Your current pay reflects your last job, not this one. A better move is to steer the conversation toward the new role:
If you're paid well above the new range, sharing might help. If you're underpaid, it can only hold you back. You decide.
What mistakes should you avoid when answering salary questions?
Recruiters see these over and over:
| Mistake | Why it hurts | Do this instead |
|---|---|---|
| Saying "whatever is fair" | It hands all the anchoring power to them | Give a researched range |
| Giving one exact number | There's no room to negotiate up | Give a range that starts at your target |
| A range that's too wide | "$50,000 to $100,000" looks like you haven't done the research | Keep it to about 10 to 15% |
| Starting at your walk-away number | You'll probably be offered exactly that | Keep your walk-away number private |
| Apologizing or over-explaining | It sounds unsure | One sentence of reasoning, then stop |
| Only talking about base pay | Bonus, equity, PTO and remote work all have value | Mention the full package |
Also, don't share a number you haven't researched just to get through the question. You'll be stuck with it at offer time.
What happens after you give your number?
Usually one of three things:
- They say it's within budget. Good. Keep interviewing well, and negotiate on the final offer.
- They say it's above their budget. Ask what the range is and whether there's flexibility elsewhere, such as a sign-on bonus, a title, a review after six months or remote days. Then decide if it still works.
- They make an offer below your range. Thank them, restate your range with one reason, and ask if they can get closer. A short, polite counteroffer rarely costs you the job.
Whatever happens, follow up in writing after a salary conversation that matters. Our guide on how to follow up after applying covers timing and tone.
How do you get more leverage before the salary question?
The best leverage is having options and a strong application. Apply to enough good-fit roles that no single offer feels like your only chance, and make sure your resume makes the case for the top half of the range.
A strong resume shows impact in numbers, matches the job description, and gets through screening software. If you're not sure yours does, run it through the free Resume Roast for a score and your top fixes, no account needed. Want to know how screening works? Our guide to a good ATS score explains what those numbers really mean.
Ready to land more interviews so you can negotiate from a stronger position? Get started with Jobzhub.