How should I determine my salary expectations?

The moment an interviewer pivots from your skills to your paycheck, a subtle shift happens in the dynamic of the conversation. Knowing how to approach the question of salary expectations—whether it’s posed early in the process or saved for later—requires preparation, research, and a touch of psychological finesse. It’s less about pulling a number out of thin air and more about presenting a well-researched, justifiable value proposition for the role you are interviewing for. ^[2][6]

# Initial Research

Before you can state a figure, you need a baseline. This foundation relies heavily on objective data, not just what you want to make. ^[7] Think of this as defining the market rate for the position, taking into account location, company size, and your specific experience level. ^[2][8]

# Market Value Assessment

Thorough investigation is mandatory. You should be looking at what similar roles in comparable locations are paying. ^[6][7] Tools like salary aggregators and industry reports are excellent starting points, but remember that these are often broad averages. ^[2][8] Cross-reference information from multiple sources to find a consensus range. ^[2]

When conducting your research, ensure you are aligning the job title with the actual responsibilities described, not just the name on the business card. ^[8] A "Senior Analyst" in one company might perform the duties of a "Manager" at another. Be specific about the industry sector, too, as compensation can vary significantly between, say, a non-profit and a venture-backed tech firm for the same title. ^[8]

# Defining Your Range

Once you have the market data, you need to translate that into your personal range. A responsible approach involves establishing three key figures in your mind, even if you only share one or two with the employer. ^[2][3]

1. The Walk-Away Number (Minimum): This is the absolute lowest salary you would accept to cover your living expenses and maintain your standard of living without feeling undervalued or stressed. If the offer falls below this, you politely decline. ^[2]
2. The Target Number: This is the realistic, well-researched figure where you feel you are being compensated fairly for your skills and market value. This should fall comfortably within the market range you identified. ^[7]
3. The Stretch Number (Aspiration): This is the high end of what you believe the role could command, factoring in your unique, differentiating skills or exceptional experience. You might mention this figure if you are confident you are a top-tier candidate. ^[2]

When presenting your expectations, it is generally advised to give a range rather than a single fixed number, unless the company demands one. ^[2][6] A range shows flexibility while still anchoring the discussion toward the higher end of your research. ^[7] For instance, if your research points to $$90,000$to$$110,000$, you might present your expectations as being between $$100,000$and$$115,000$. This small adjustment centers the conversation just above the typical midpoint, anchoring the negotiation favorably. ^[3]

# Timing the Discussion

Knowing when to discuss compensation is almost as important as knowing what to say. ^[5] Some recruiters or applications immediately demand salary expectations, viewing it as a gating question to ensure you are in the right pay band for the role. ^[1][5]

# Early Screening Questions

If salary expectations come up in the first phone screen, you have a choice: deflect or answer directly. ^[1][5] Many experienced candidates prefer to defer the discussion until they better understand the full scope of the role and the total compensation package, including benefits and bonuses. ^[3][5]

A deflection technique involves turning the question back to the hiring manager, asking about the budgeted range for the position first. ^[3][5] Phrases like, "I'm flexible for the right opportunity, but to make sure we are aligned, could you share the approved salary range budgeted for this role?" are commonly suggested. ^[2][5] If the interviewer insists you name a figure first, you can then provide your well-researched range. ^[2][5]

# When to State a Firm Number

If the application form requires an entry, or if you are very far along in the process and confident in your fit, providing a specific number anchored slightly high in your acceptable range can be strategic. ^[2][3] If you must give a single number, use an odd figure (e.g., $$103,500$instead of$$105,000$) to suggest precision derived from diligent research, implying you’ve done more homework than just picking a round number. ^[3]

How do you say expected salary in an interview?

# Delivery Strategies

How you frame your expectations impacts the negotiation's success. ^[2] Your delivery should convey confidence in your market worth without sounding arrogant or inflexible. ^[3]

# Stating a Range Effectively

When presenting a range, state your desired compensation relative to the role's value, not your personal needs. ^[3]

For example, instead of saying, "I need between $$95k$and$\$105k$," try:

"Based on my research for a role with these specific responsibilities, particularly the leadership component mentioned for the Q3 project, I am targeting compensation in the $$100,000$to$$110,000$ range, depending on the full benefits structure." ^[3]

This ties your number directly to the job's demands and shows you are thinking about the entire package. ^[2][7]

# Avoiding Common Pitfalls

A significant mistake is disclosing your current or previous salary when it is lower than the role’s market rate. ^[2][7] In many locations, asking about past salary is now illegal, but if the question arises in a permissible context, be cautious. ^[7] If you must discuss past compensation, frame it in terms of growth or total compensation received previously, rather than just base salary. ^[2]

Another error is lowballing yourself out of fear or a desire to simply get the job. ^[1][6] If you offer a number far below the actual budget, the employer may assume you are inexperienced or have a lower ceiling, potentially leading to a lower initial offer that is hard to negotiate up from. ^[1] You are setting the anchor point for the entire negotiation. ^[3]

# Total Compensation View

Salary expectations should never focus solely on the base pay; this overlooks the total value exchange. ^[2][7] A high base salary with poor benefits might be worth less than a slightly lower base coupled with superior health insurance, a generous retirement match, or significant paid time off. ^[7]

# Analyzing the Package

When you receive an offer, evaluate all components:

• Bonuses: Is there an annual performance bonus? What is the average payout percentage?
• Equity/Stock: Are stock options or restricted stock units (RSUs) part of the offer? Understand the vesting schedule.
• Time Off: How many vacation days, sick days, and personal days are included? ^[7]
• Perks: Consider tuition reimbursement, remote work flexibility, or professional development stipends.

One specific area often overlooked is the potential for growth within the role or company. ^[4] If the initial salary is slightly below your target, but the structure allows for a performance review and potential raise within six to nine months based on achieving clear milestones, that timeline must be negotiated upfront. ^[4]

To integrate local economic factors effectively into your calculations, consider establishing a "Cost of Compensation Index" relative to a known benchmark city. If your research shows the average salary in a major tech hub for this role is $$120,000$, and your local cost of living index is 80$15%-20%$to account for local housing and goods prices, rather than a straight$20%$ reduction. ^[8] This provides a data-backed, justifiable local premium that moves beyond generic online calculators.

Should I say expected salary during an interview?

# Negotiation Post-Offer

Once you have a formal offer, you have the strongest possible negotiating position. ^[2] Do not accept immediately. Express enthusiasm for the role and request time (usually 24-48 hours) to review the full written offer. ^[2]

When you counter, refer back to your research and your specific accomplishments during the interview process that justify the increase. ^[2][6] If your initial range was $$100k$to$\$110k$ and they offered $$98k$, your counter should reference the high end of your range or slightly above it, grounded in the value you bring. For example:

"I’m very excited about joining the team. To align with the responsibilities we discussed, particularly the need for immediate management of the vendor contracts, I was expecting an offer closer to $$108,000$ base. Can we close that gap?" ^[3]

Remember that salary negotiation is a professional exchange, not a confrontation. ^[3] Maintain a positive and collaborative tone throughout the discussion to ensure you start the job on good terms with your future manager. ^[2][3] Even if the base salary cannot move, you can pivot to negotiating other elements, like a sign-on bonus or an earlier performance review date. ^[7] If the company claims the stated salary is the absolute maximum, ask for specific, measurable goals that, if met by a certain date, will trigger an immediate compensation review. ^[4] This places the burden of proof for an early raise on you, which demonstrates commitment.