How do you say expected salary in an interview?

Navigating the salary expectations question in an interview often feels like walking a tightrope. It’s a moment where preparation meets performance anxiety, and getting the answer wrong can potentially undermine all the hard work you put into demonstrating your qualifications. ^[2] Recruiters and hiring managers frequently use this query early in the process to gauge if your financial needs align with their budget, or simply to see how well you’ve researched the current market. ^[6] The goal, from your perspective, is to discuss compensation confidently while maintaining control over the negotiation narrative, ensuring you don't price yourself out of the running or, conversely, leave significant money on the table. ^[5]

# Preliminary Research

Before any conversation begins, your most critical step is thorough research. Salary is not arbitrary; it's based on data points tied to the role, the industry, your location, and your specific experience level. ^[2][6] You need to understand the going rate for someone with your skills applying to a company of that size in that geographic area. ^[1]

To gather this intelligence, look across multiple credible platforms. Resources like Glassdoor, LinkedIn Salary insights, and other industry-specific compensation surveys offer benchmarks. ^[1][6] It is also wise to consult professional networks or recruiters in your field who have a pulse on current hiring trends. A strong answer flows directly from this preparation, showing you understand your market value, rather than just pulling a number out of the air. ^[2]

# Optimal Timing

The ideal scenario is not discussing specific dollar amounts until you have established significant value with the hiring team and have a firm offer in hand. ^[2][6] If you disclose your desired salary too early, particularly during the initial phone screen or application phase, you risk the employer immediately disqualifying you if your number is slightly high, or leaving potential money on the table if your number is too low. ^[5] Some hiring managers might even use an early disclosure to anchor the negotiation disadvantageously against you later in the process. ^[1]

If the question arises from a recruiter before an interview, acknowledge the importance of compensation alignment but try to pivot. You might respond by focusing on the overall opportunity first: "I am very interested in learning more about the scope of this position and the total compensation package before getting into specifics, but I am confident that if we agree on the role’s requirements, we can align on salary.". ^[2]

Should I say expected salary during an interview?

# Deflecting the Query

When the question about salary expectations comes up early, the most strategic initial move is often to gently defer or redirect the conversation back to the interviewer. ^[5] This approach buys you time to learn more about the role’s actual responsibilities, which dictates your worth to the organization. ^[6]

Several diplomatic phrases can achieve this redirection:

1. Inquiry about Budget: Ask what the organization has allocated for the position. A useful script is, "I’d be happy to discuss compensation, but first, could you share the budgeted salary range for this role?". ^[2] This shifts the focus to their parameters.
2. Focus on Fit: Reiterate your interest in the role’s substance. For example, stating, "My salary expectations are flexible based on the full scope of the role and the total compensation package. Could you tell me a bit more about what the company has budgeted for this level of responsibility?". ^[6]
3. General Alignment: If you are early in the process, you can simply state that you are looking for a package competitive with the market rate for similar senior roles. ^[5]

If the interviewer persists, you must transition from deflection to providing information, but still framed strategically. ^[2]

# Providing a Figure

There will be times, particularly when an application form mandates an entry or an interviewer pushes back firmly on deferral, where providing a number becomes necessary. When this happens, providing a range, rather than a single, fixed figure, offers greater flexibility. ^[2][6]

When formulating this range, ensure the bottom of your proposed range is the minimum salary you would genuinely accept and be happy with in the long run. ^[2] An original insight here is to consciously set that minimum acceptable figure about 5% higher than your absolute floor. This creates a small, unstated negotiation buffer. If the employer meets you at the bottom of your stated range, you still land slightly above your true minimum, which helps maintain internal satisfaction with the final offer. ^[2]

When stating the range, avoid sounding rigid. A strong articulation might sound like, "Based on my research for a role requiring this level of expertise in this city, I am looking for a base salary in the range of $X to$Y.". ^[6] Ensure this range is justifiable based on the research you conducted in the preliminary stages. ^[1]

How should I determine my salary expectations?

# Digital Hurdles

The written application presents a unique challenge because many online forms demand a numerical entry for "Expected Salary" and will not allow you to proceed without one. ^[4] In these situations, deflecting is often impossible.

If forced to enter a number into a rigid online field:

• Use the High End: Input the highest reasonable number from your researched range. ^[4] This acts as an upward anchor for any future automated matching or initial recruiter screening.
• Use a Placeholder (If Allowed): If the system accepts text, use terms like "Negotiable" or "Open to discussion". ^[4][5]
• Use Zero or a Low Number (Use with Caution): Some advice suggests entering a low figure or zero to bypass the field, but this carries the high risk of immediately screening yourself out based on their programmed parameters. ^[4] It is generally safer to enter a realistic, high-end range figure if a number is required.

If the application asks for your current or past salary—a practice increasingly restricted by law in some jurisdictions—it is best practice to answer what the law allows in your location. If legally permitted to answer, you should still try to base the figure on your total compensation, not just base salary, especially if your previous role included significant bonuses or equity. ^[2]

# Total Compensation Focus

Once you have established a base salary range, immediately pivot the conversation to the bigger picture. Salary is only one component of your financial agreement. A highly effective move, which showcases financial acumen, is to shift the discussion to total compensation. ^[6]

This is a key area where you can introduce an actionable strategy. After stating your base salary expectations, immediately follow up with something like: "Of course, that range is for the base salary component. I am very keen to understand the full compensation structure, including performance bonuses, any available equity, retirement matching, and paid time off. My final decision will be based on the value of the entire package.". ^[2][6]

This framing prevents the employer from zeroing in solely on the base number. If they try to lowball you on the base, you are already positioned to negotiate harder on other, equally valuable components, such as an increased annual bonus percentage or additional vacation days, which may be easier for them to grant than raising the base salary figure. ^[6] Understanding these different levers allows for more creative and successful negotiations when the time comes to sign an offer letter.

Do you discuss salary in an interview?

# Handling Lowball Offers

If, despite your research and preparation, the initial offer comes in significantly lower than your expectation, you must be prepared to counter without seeming aggressive or ungrateful. ^[6] Never accept the first offer immediately, even if it seems acceptable, as there is often room for improvement. ^[6]

When countering:

1. Express Enthusiasm: Start by confirming your excitement for the job and the team. ^[6]
2. Reference Value: Reiterate a specific achievement or skill set you bring that justifies a higher figure, linking it back to the market data you gathered. ^[2]
3. State the Counter: Present your counter-offer, usually closer to the top of the range you previously communicated or slightly above it, depending on the gap between the offer and your target. ^[6] For instance, if you asked for $90k-$100k and they offered $80k, you might counter at$102k, indicating you’ve moved down from your top expectation but are firm on a number that reflects your value. ^[2]

Remember that salary discussions are a mutual exchange; the employer is signaling what they value you at, and you are signaling what you require to dedicate your time and expertise to them. ^[1][5] By preparing thoroughly, practicing deferral, and framing your number within a broader total compensation discussion, you take substantial control over this crucial interview component.