How to Answer "What Are Your Salary Expectations?" With Examples
"What are your salary expectations?" is one of the most uncomfortable questions in a U.S. job search, and knowing how to answer it matters because it tends to show up early, in a recruiter screen or an online application field. Go too high and you worry about getting screened out. Go too low and you may anchor the offer below what the role is worth.
You can prepare a confident, honest answer ahead of time. Start with why employers ask, build a researched range, then pick the word-for-word sample answer that fits your situation. There's also advice on what to type into a "desired salary" box.
Why Employers Ask
Mostly, they're checking whether you and the role are in the same ballpark before they put more time into interviews. A recruiter with a budgeted range wants to avoid moving a candidate forward who would never accept it.
Knowing that takes some of the pressure off. You're not trying to dodge the question. You're trying to give an answer that keeps you in the process without locking you into a number that's too low.
Expectations vs. Salary History: Know Your Rights
These are two different questions:
- "What are your salary expectations?" asks what you want for this role. Employers can generally ask this.
- "What do you make now?" asks about your salary history. Many states restrict that question.
New York State, for example, prohibits employers from asking about current or past salary, compensation, or benefits, but says they can ask about your expectations for the new role. Other states, including California and Washington, have similar restrictions, and some cities have their own. Check the rules where you live and where the job is.
Pay transparency laws in a growing number of states also require pay ranges in job postings. New York's law, for instance, requires a good-faith minimum and maximum for jobs performed at least partly in the state. If a range is posted, it's the best starting point you'll have.
Step 1: Research Your Range
Build your number from data, not from guesswork.
- Check BLS wage data. The Bureau of Labor Statistics' Occupational Employment and Wage Statistics (OEWS) program publishes pay for about 830 occupations, including the 10th, 25th, median, 75th, and 90th percentiles by state and metro area. BLS notes that newer workers may expect pay nearer the lower percentiles and more experienced workers nearer the higher ones.
- Check posted ranges for similar roles in the same area.
- Check company-specific reports on sites like Glassdoor or LinkedIn Salary, and Levels.fyi for tech roles.
- Adjust for the role's scope once you learn more: team size, budget, seniority, and on-call or travel requirements.
Then set: - Your walk-away number: the lowest you'd accept - Your target range: a band of roughly 10–15% that you can justify, with your walk-away number at or below the bottom
Step 2: Choose Your Approach
You've got three honest options.
Option A: Give a Researched Range
This works for most people, most of the time. It shows you've done your homework, and it keeps the conversation moving.
"Based on my research for similar roles in the Chicago area and my experience in [skill], I'm targeting $78,000 to $88,000 in base salary. I'm flexible depending on the full benefits package and the scope of the role."
Tips: - Make the bottom of your range a number you'd genuinely be happy with - Mention flexibility and total compensation - Say "base salary" so bonuses and equity stay on the table
Option B: Ask for Their Range First
This one's useful when you know little about the role or its level.
"I'd like to make sure we're aligned. Could you share the budgeted range for this position? I'm happy to tell you whether it fits what I'm looking for."
If they share it and it works: "That range works for me, assuming the rest of the package is competitive."
If it's lower than you hoped: "Thanks for sharing. Based on my research and experience, I was expecting something closer to $X. Is there flexibility at the top of the range for the right candidate?"
Option C: Defer, Politely
This works early in a process when the role's scope isn't clear yet. Be ready to give a range if they push.
"I'd like to learn more about the responsibilities and the team before I put a number on it. I'm confident we can find something that works if this is the right fit. What range do you have budgeted?"
Sample Answers for Common Situations
When the posting lists a range:
"I saw the posted range of $70,000 to $85,000. With my four years of direct experience in [area], I'd expect to be in the upper part of that range."
When you're changing careers:
"I know I'm moving from a different field, so I've looked at entry and mid-level pay for this role. I'm targeting $62,000 to $68,000, and I'm open to discussing it as we learn more about fit."
When you're early in your career:
"For entry-level analyst roles in this area, I've seen ranges around $55,000 to $62,000. That's what I'm targeting, though I'm most focused on finding the right role to grow in."
When the offer may be hourly:
"For contract or hourly roles like this, I'm looking at $38 to $44 an hour, depending on hours and length of the engagement."
When they ask about your current salary (where allowed):
"I'd prefer to focus on the value of this role. Based on market data for similar positions, I'm targeting $X to $Y."
(Swap in your own researched numbers. These are illustrations.)
Recruiter Screen vs. Hiring Manager Interview
The question can come up at different stages, and the right level of detail shifts with each one:
- Recruiter or HR screen: This is the most common place to hear it. Recruiters often have a budgeted range and need to confirm fit quickly. A clear, researched range works best here.
- Hiring manager interview: Managers ask less often. If they do, connect your answer to the role's scope: "Given the responsibilities we've discussed, I'm targeting…"
- Final rounds: By now you know much more about the job. If your expectations have changed because the role is bigger than advertised, say so before the offer is written.
Step 3: Handle "Desired Salary" on Online Applications
Lots of applications include a required "desired salary" field. Here are some practical options:
- If the field accepts text, enter a range or "Negotiable based on total compensation."
- If it requires a number, enter the midpoint or low end of your researched range, not your walk-away number.
- If the posting lists a range, entering a figure within it keeps you from being filtered out automatically.
- Avoid entering 0 or 999999 to skip the field. It can look careless, and some systems may screen you out.
Keep a note of what you entered on each application so your later answers stay consistent.
What Not to Do
- Don't name a number without research. Guessing is the most common way to anchor low.
- Don't base it on personal expenses. CareerOneStop, the Labor Department's career site, recommends basing pay requests on the value you bring, your skills, and your experience, not on your personal need.
- Don't give a huge range like "$60,000 to $100,000." It signals you haven't researched, and employers will hear the bottom.
- Don't lie about current pay or competing offers. It can backfire, and it's easy to check in some cases.
Your Answer Isn't the Final Number
Sharing your expectations early doesn't stop you from negotiating later. If the role turns out to be bigger than it was first described, you can say so:
"Now that I understand the role includes managing the vendor budget and two direct reports, I'd like to revisit compensation. I was expecting something closer to $X."
For the offer stage itself, including counteroffers and benefits, see our salary negotiation guide and our guide to evaluating a job offer. For other questions you'll hear in the same interview, see common interview questions.
Frequently Asked Questions
Should I give a range or a single number? A range is usually better early on. Make sure the bottom is a number you'd accept.
Is it okay to refuse to answer? You can politely defer once, but repeatedly refusing can stall the process. Most people do best giving a researched range.
What if my range is above their budget? They may ask whether you're flexible. Decide in advance how far you'd go. If the gap is large, it may not be the right role, and it's better to learn that early.
Should I include bonuses and equity in my answer? Generally talk about base salary and say you're open to discussing total compensation. That leaves room to negotiate the other parts later.
Can an employer legally ask what I earn now? It depends on your state and sometimes your city. Many states restrict salary-history questions. Expectations questions are generally allowed.
This article is general information, not legal advice. Salary-history and pay-transparency laws vary by state and city.
Related Guides
- The pay question comes partway through a search; how to find a job in the U.S. maps the whole thing.
- Once the offer arrives, use our salary negotiation email templates.
- Comparing a contract role? Read W-2 vs 1099.
Sources
- New York State, "Salary History Ban – What You Need To Know": https://www.ny.gov/salary-history-ban/salary-history-ban-what-you-need-know
- New York State Department of Labor, "Pay Transparency Law FAQs" (PDF): https://dol.ny.gov/system/files/documents/2023/09/p689-pay-transparency-law-faqs.pdf
- U.S. Bureau of Labor Statistics, "How much could I be earning? Using OEWS data during salary negotiations": https://www.bls.gov/oes/earnings.htm
- CareerOneStop (U.S. Department of Labor), "Negotiate your salary": https://www.careeronestop.org/JobSearch/Interview/negotiate-your-salary.aspx
- California Labor Code § 432.3 (salary history and pay scale): https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB§ionNum=432.3
- Washington State Department of Labor & Industries, "Equal Pay and Opportunities Act: Employer's Guide" (salary history, RCW 49.58.100): https://lni.wa.gov/forms-publications/F700-216-000.pdf