The problem
Why recruiters ask — and why it matters
Recruiters ask about expectations for two legitimate reasons: to check you are within budget before spending time on interviews, and to calibrate the eventual offer. The risk for you is anchoring. If you say $85,000 and their range tops out at $105,000, the offer will usually land near $85,000 — not because you are worth less, but because you told them what would satisfy you.
Your goal is simple: either get them to share their range first, or give a well-researched number that sits high enough to leave room for negotiation.
Your options
Three strategies, from safest to most direct
| Strategy | Best when | Risk |
|---|---|---|
| 1. Ask for their range first | Early screen, no range posted | Low — most recruiters will share |
| 2. Defer until you know the role | Role scope is unclear | Low–medium — some recruiters insist |
| 3. Give a researched range | They insist, or a range is posted | Medium — set the bottom where you are happy |
Strategy 1
Flip the question: ask for their range
In many US states and cities — including California, Colorado, New York, Washington and Illinois — employers above a certain size must disclose a pay range in job postings or on request. Even where it is not required, asking is normal.
Strategy 2
Defer until you understand the role
If they push a second time, do not keep dodging — move to strategy 3. Deflecting three times starts to feel evasive.
Strategy 3
Give a range — the right way
If you must give a figure, give a range whose bottom is a number you would genuinely be happy with. Recruiters hear the bottom of any range, so build it from your target upward:
- Find the market rate for the role, level and location (the 50th–75th percentile is a good target).
- Set the bottom of your range at or slightly above your target.
- Set the top 10–15% higher.
- Add a qualifier about total compensation.
Why a range here but not in a counter offer? Early in the process you lack information, so a range keeps you flexible. Once you hold an offer, switch to one precise number — see how to negotiate after a job offer.
Special cases
Online forms, current salary and career changes
The application form forces a number
If the field accepts text, write "Negotiable" or "Open, based on total compensation". If it requires digits, enter your researched target — not your current salary — or the midpoint of any posted range. A form value is rarely binding, and you can revisit it once you understand the job.
"What do you make now?"
Many US states and cities ban employers from asking about salary history. Wherever you are, you can redirect politely:
Changing careers or industries
Your past salary may be irrelevant — higher or lower. Anchor on the market rate for the new role, and mention transferable skills that justify the upper part of the range.
Mistakes
Answers that cost you money
- "Whatever is fair." It hands the anchor to them.
- Your current salary plus a little. Your next salary should reflect the new role, not your old one.
- A wide range like $70k–$110k. It signals you have not done the research — and they will hear $70k.
- Apologising or hedging. "I know this might be high, but…" invites them to agree that it is.
FAQ
Frequently asked questions
Is it bad to give a salary range in an interview?
Not if the bottom of the range is a number you are genuinely happy with. The danger is a range whose bottom is below your target, because that is the number the employer will focus on.
Should I say my salary expectations are negotiable?
"Negotiable" is fine on forms and as a qualifier, but on its own it does not answer the question. Pair it with either a request for their range or a researched figure.
Can an employer ask about my current salary?
It depends on where you live. Many US states and cities, including California, New York, Massachusetts and Illinois, have salary history bans. Even where it is legal, you can decline politely and share your target instead.
What if my expectations are above their range?
If the gap is under about 10%, continue — there is often flexibility, or it can be closed with bonus, equity or a higher level. If the gap is large, ask whether the role could be leveled up.
Should I talk about base or total compensation?
State a base salary figure but signal that you will evaluate the total package. This keeps bonus, equity and benefits on the table.
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