The short answer: before any interview, research what the role pays and decide on a range whose bottom is a number you’d be genuinely happy with. When asked “What are your salary expectations?”, you can ask for the employer’s range first (“Could you share the range budgeted for this role?”), and in many places they have to tell you. If you give a number, give that researched range, say it’s based on the market, and add that you’re flexible depending on the full package. Never state your current salary unless it helps you. Below are how to research, what to say at each stage, what to put in a “desired salary” field, eight example answers, and what the law says.
What the interviewer is really asking
Mostly: are we in the same budget? Early in the process, the recruiter wants to avoid spending weeks on a candidate whose expectations the company can’t meet. Later, the number starts a negotiation.
That’s why the answer has two goals: stay in the process, and don’t anchor yourself below what the role pays.
Step 1: research what the role pays
- Job postings with pay ranges. In many US states and cities, and in the EU as its new rules take effect, employers have to publish or share pay ranges (see below). Collect ranges from ten or so postings for the same title, level and location.
- Government wage data. In the US, the Bureau of Labor Statistics’ Occupational Employment and Wage Statistics program publishes wage estimates every year for around 830 occupations, nationally, by state and by metro area. The percentiles tell you what the middle of the market looks like.
- People in the role. Ask a mentor, a former colleague or a professional association. Salary sites can help too, but check how many reports a figure is based on.
- Adjust for you. Your experience level, specialist skills, the cost of living where the job is, and whether it’s remote.
Step 2: set your range
- The bottom of your range should be a number you’d accept happily, not your absolute minimum. An employer may aim for the lower part of a range you give.
- The top should be ambitious but defensible from your research.
- Keep it reasonably narrow. A range like $70,000 to $120,000 tells the employer nothing and looks unprepared.
- Think in total compensation. Base pay, bonus, equity, benefits, paid time off and remote work all have value. Decide in advance which matter most to you.
Step 3: what to say, stage by stage
In the recruiter screen: ask for their range first
“Before I share a number, could you tell me the range budgeted for this role? I want to make sure we’re aligned.” Where pay transparency laws apply, they may be required to tell you. If they won’t, give your range.
In an interview: give your researched range
“Based on my research for similar roles in [city] and my [X years] of experience in [skill], I’m looking for something in the range of $85,000 to $95,000. That’s flexible depending on the full package, including [bonus, benefits, remote work].”
If you’d rather not give a number yet
“I’d like to learn more about the role and its responsibilities first, so I can give you a number that’s fair to both of us. Could you share the range you have in mind?” This works once; if they press again, give your range.
If their range is below what you want
“Thank you for sharing that. My research suggests roles like this pay closer to $X, given [specific skill or experience]. Is there flexibility in the range, or in other parts of the package?”
After an offer
This is when you negotiate. Thank them, ask for a day or two to consider it, and make a specific, research-based counter. The offer stage is usually the best time to negotiate.
What to put for “desired salary” on an application
- If the field accepts text, enter your researched range, or “Negotiable” if the posting already shows a range you’re happy with.
- If it requires a single number, enter the middle-to-upper part of your range, not your minimum.
- Avoid “0” or “999999”. The number may be read literally, by a recruiter or by a filter, and a joke value can work against you.
- If the posting shows a range, a number inside that range is usually safest.
Salary expectations vs. salary history
These are different questions, and the law treats them differently in many places.
California is a clear example. Its Labor Code section 432.3 says an employer “shall not… seek salary history information, including compensation and benefits, about an applicant”, but it also says that nothing prohibits “an employer from asking an applicant about the applicant’s salary expectation for the position being applied for.” Employers must provide the pay scale “upon reasonable request”, and those with 15 or more employees must include it in any job posting. And if you volunteer your salary history without being asked, the employer may use it.
In the EU, the Pay Transparency Directive (EU) 2023/970 is being brought into each country’s law; in June 2026 the European Commission said the new rules “are now taking effect across the EU.” In the Commission’s words, employers must “inform job seekers about the starting salary or pay range in the vacancy notice or ahead of the interview” and will “no longer be allowed to ask them about their pay history.” How and when each country applies it varies, so check your national rules.
Many other US states and cities have their own salary history and pay transparency laws. Check your state’s labor department before your interview.
What this means for you: where it’s allowed, ask for the range. Don’t volunteer your current salary if it’s lower than what the new role pays; talk about what the role is worth instead.
Eight example answers
Examples are illustrations, not quotes from real candidates. Replace the numbers with your own research.
Entry level
“From what I’ve seen for graduate analyst roles in Chicago, the range is roughly $60,000 to $68,000. I’d be looking for something in that range, and I’m also interested in the training program and growth opportunities you mentioned.”
Experienced
“For a senior product manager with eight years’ experience in fintech, the market in New York is around $170,000 to $190,000 base. That’s where I’d expect to be, depending on bonus and equity.”
Hourly role
“I’m looking for around $19 to $21 an hour. I’ve seen similar roles nearby at that rate, and I have two years of experience, including training new staff.”
Career changer
“I know I’m moving into a new field, so I’ve looked at what junior UX researchers earn here: roughly $70,000 to $80,000. I’d be comfortable at the lower end of that, given I’m building experience, as long as there’s a clear path to grow.”
When they insist on a single number
“If I had to pick one number, $92,000, based on the range I mentioned. But I’m open to discussing the whole package.”
When you’re asked your current salary
“I’d rather focus on what this role is worth. Based on my research and the responsibilities we’ve discussed, I’m looking for $85,000 to $95,000.” (Where asking about salary history is illegal, you don’t have to answer.)
When their range is lower
“Thanks for sharing the range. With my experience leading the migration project we discussed, I was expecting closer to $105,000. Is there flexibility there, or on the bonus or start date?”
Remote or relocation
“For this role, remote roles I’ve looked at pay between $110,000 and $125,000. If you adjust pay by location, could you tell me how that works here?”
Mistakes to avoid
- Answering without research. A guess can anchor you far too low, or price you out.
- Giving your minimum. The bottom of your range often becomes the offer.
- An enormous range. It looks unprepared and invites the low end.
- Lying about your current salary. It can be checked, and in many places it shouldn’t be asked anyway.
- Talking only about base pay. Bonus, equity, benefits and flexibility can be worth as much.
- An ultimatum. “I won’t accept less than…” ends conversations. Stay firm but open.
For the other questions that come up in a first interview, see the most common interview questions, and prepare your own questions to ask the interviewer.
Frequently asked questions
How do I answer "What are your salary expectations?"
Should I give a salary range or a number?
What should I put for desired salary on an application?
Can an employer ask about my current salary?
Do employers have to tell me the salary range?
Sources
- California Legislative Information, Labor Code section 432.3. Read on 30 September 2026.
- European Commission, New EU rules on pay transparency explained, 5 June 2026, and Directive (EU) 2023/970.
- U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics. Read on 30 September 2026.
This page is general information, not legal advice. Laws differ by country, state and city, and change.
