Should I say expected salary during an interview?

Navigating the conversation around compensation expectations during an interview is often one of the most anxiety-inducing moments for job seekers. Many people feel this question acts as an early gatekeeper, determining whether their application moves forward or stalls indefinitely. ^[1] The dilemma isn't simply about stating a figure; it's about when to state it and how that initial disclosure might influence the entire negotiation process that follows. ^[7]

# When To Answer

The timing of this discussion is frequently cited as the most crucial factor. A common strategy advised by career experts is to defer providing a concrete number for as long as possible. ^[2] The logic behind this approach is straightforward: you want the employer to be fully sold on your qualifications and excited about the value you bring before anchoring the conversation to a specific dollar amount. ^[2] If you share your number too early, especially before they understand the full scope of responsibilities or have seen you perform well in interviews, you risk having them disqualify you immediately if your figure is perceived as high. ^[4]

Some hiring situations, however, force the issue. Occasionally, recruiters or HR systems are built such that they simply cannot advance a candidate without having some form of numerical data on file. ^[1] If the question is asked during an initial screening call, pushing back too aggressively might signal a lack of preparation or unwillingness to engage seriously, which can be counterproductive. ^[2] In these instances, the goal shifts from complete avoidance to strategic deflection designed to gain more information first.

# Early Disclosure Risks

Saying a number before understanding the role’s depth or the company’s compensation structure carries significant risk, especially for the candidate. If you state an expectation that is slightly higher than what they budgeted, even if it’s well within the market rate for the actual job, you might be passed over. ^[4] This happens not necessarily due to budget rigidity, but because the hiring manager decides it’s easier to move forward with a less costly candidate than to start an internal battle for approval. ^[4]

Furthermore, providing a number anchors the discussion prematurely. ^[5][6] Once a figure is introduced into the conversation, that number—yours or theirs—often becomes the reference point for all subsequent discussions, even if the actual market data suggests otherwise. ^[5] If you offer a number on the higher end of your researched bracket, and the employer happens to be near the top of their own range, the conversation stalls because both sides feel they have already stretched. ^[4] Conversely, if you offer a number that is too low because you didn't research thoroughly, you leave money on the table, potentially setting an initial salary benchmark that is difficult to raise later. ^[3]

How do you say expected salary in an interview?

# Answering Tactics

When deflection is not an option, candidates need to respond with precision and confidence. The primary goal of a strong answer is to link your expectations to the value you deliver and the scope of the role, rather than simply stating an arbitrary figure. ^[2]

One effective tactic is to provide context before context. You might acknowledge the question and pivot by saying something along the lines of: "I am eager to discuss compensation, but first, I'd like to ensure I have a complete understanding of the full responsibilities, particularly regarding [mention a key project or area of growth mentioned earlier in the process]". ^[2] This shows you are invested in the fit, not just the pay.

If the interviewer insists on a figure, offering a researched range is generally safer than a single number. ^[8] This demonstrates flexibility while still conveying your market understanding. To add further weight to your requested compensation, consider framing it around a specific capability you bring. For example, instead of just stating a number, you could articulate: "Based on my established success implementing cost-saving measures similar to what is required for the new integration project, I am targeting the \X to \Y range, which aligns with industry standards for this level of strategic impact" [^Original Insight 2]. This approach grounds your expectation in a tangible deliverable rather than just your past job title.

# Market Research

No matter how skilled you are at negotiation or deflection, thorough preparation is non-negotiable. If you fail to research the prevailing market rate for the position in your geographic location, you risk either significantly underselling yourself or pricing yourself out of consideration. ^[2] Understanding the market rate is essential for establishing a credible anchor. ^[5]

When researching compensation, candidates should look at data specific to the role, the industry, and the company's location. ^[2] It’s important to recognize that national averages may not reflect local realities. For instance, a salary benchmark pulled from a low-cost-of-living area might be completely inadequate for a similar role in a major metropolitan hub, even if the job description is identical [^Original Insight 1]. You must factor in local economic indicators and the cost of living when setting your personal target range. Furthermore, research should extend beyond base salary to include bonuses, stock options, and benefits, as the total compensation package is what truly matters. ^[2]

How should I determine my salary expectations?

# Number Versus Range

When the time comes to commit to figures, job seekers must weigh the pros and cons of offering a specific number versus a bracket. Some sources suggest that presenting a range is preferable because it implies flexibility and leaves room for movement within the hiring manager's budget. ^[8] If you only provide one number, that number instantly becomes the starting point for negotiation, leaving little maneuvering room if you happen to be lowballed relative to their true budget. ^[8]

However, some recruiters prefer a precise number because it helps them categorize the candidate more easily within their internal tracking systems. ^[1] If you must provide a single figure, make sure it is at the lower end of your acceptable range, allowing you to negotiate upward slightly based on further positive developments in the interview process. If you provide a range, ensure the bottom of that range is a figure you would genuinely be happy to accept. Do not list a figure you would regret accepting just to seem agreeable. ^[3]

# Anchoring Effect

The concept of anchoring is central to salary discussions. As mentioned, whoever names a number first often sets the psychological benchmark for the rest of the negotiation. ^[5] If the employer provides a number first—perhaps asking for your current salary or past salary history (which is illegal in some jurisdictions but still asked)—you have a clear anchor to react against. ^[5]

If you find yourself in a situation where the interviewer has stated their budgeted salary range before you give yours, the dynamic shifts. In this scenario, if their number is within your acceptable range, you should aim to signal agreement with the higher end of their stated range, perhaps by saying, "That range aligns very well with my expectations for a role that offers [mention a specific opportunity from the job description]". ^[5] If their range is lower than you anticipated, this is the point where you pivot back to providing your well-researched range, explaining that your required compensation is based on the market value for the skills you possess, which seem to exceed the scope implied by their initial number. ^[2]

Do you discuss salary in an interview?

# Handling Past Salary Queries

Beyond future expectations, some employers inquire about previous compensation. While this practice is becoming less common or even illegal in certain locales, it is still encountered. ^[1] Historically, asking about past salary was a way for the new employer to anchor you low—if you earned \70k previously, they might offer \75k, even if the market rate for the new job is $90k. ^[5]

If you are asked about your salary history and it is legal to deflect, the best approach mirrors the expectations deflection: redirect the focus to the new role's value. You can state that you prefer to focus on the compensation appropriate for the responsibilities and market value of the position you are interviewing for now, rather than referencing previous employment agreements. ^[2] If forced to answer, providing your total compensation package (including bonuses, stock, etc.) rather than just base salary gives a more accurate, potentially higher, number to anchor against [^Original Insight 1 - incorporated contextually]. The more detail you provide about what your previous total package included, the less likely a single low number will dictate the future discussion.