1Why This Question Feels Like a Trap
You're in the interview. Things are going well. Then: "What are your salary expectations?" Your stomach tightens. Say too much and you price yourself out. Say too little and you leave money on the table. It feels like a lose-lose question.
Here's why it feels that way: it's a negotiation disguised as a casual question. The company wants to know if you're in their budget. You want to maximize your offer. Those goals are in tension, and whoever names a number first gives up some leverage.
But here's what most advice gets wrong: the salary question isn't actually a trap. It's an information exchange. The company has a range. You have a minimum. If those overlap, there's a deal to be made. Your job is to find that overlap without anchoring yourself too low.
2Strategy 1: Deflect (Ask for Their Range)
The cleanest approach is to turn the question around. Before you share your number, find out theirs.
The script: "I'm flexible on compensation and I'd rather learn more about the full scope of the role before naming a number. Do you have a budgeted range for this position?"
This works for several reasons. First, many states now require companies to share salary ranges either in the posting or upon request. If you're in Colorado, California, New York, Washington, or several other states with pay transparency laws, they may be legally required to tell you. Second, it's a reasonable question that any confident candidate would ask.
When deflecting works best: early in the process (phone screens, initial conversations), when you don't yet know enough about the role to price it accurately, and when you suspect the company's budget might be higher than what you'd name.
When it doesn't work: some recruiters will push back with "we want to make sure we're in the same ballpark before moving forward." That's a fair response, and you'll need to pivot to Strategy 2 or 3.
3Strategy 2: Give a Researched Range
If deflecting doesn't work or you're further along in the process, a well-researched range is your strongest play.
The script: "Based on my research for this role in [city/market], I'm looking at a range of $X to $Y. I'm open to discussing how the total compensation package is structured."
The key word there is "researched." You're not pulling numbers from thin air. You've looked at market data and you're presenting a range that reflects the role's value, not just what you'd be willing to accept.
How to set your range: your bottom number should be the minimum you'd accept. Your top number should be 15-20% above that. The range gives you room to negotiate while still being honest. If they meet you at the bottom, you're not disappointed. If they meet you in the middle or above, you're ahead.
Critical detail: never set your bottom number below your actual minimum. If you say "$90K to $110K" and they offer $90K, you need to be genuinely okay with that. Don't give a range where the low end makes you resentful.
- Bottom of range: your actual minimum acceptable salary
- Top of range: 15-20% above that minimum
- The range signals: you're flexible, informed, and professional
- Always add: "open to discussing total compensation" to include bonuses, equity, and benefits
ShouldApply's salary estimation helps you research what a role actually pays before you name a number. Don't go into the conversation blind.
Research Salary Data4Strategy 3: Anchor High
This is the boldest approach, and it's best reserved for situations where you have strong leverage: multiple offers, in-demand skills, or a clear track record of delivering results at this level.
The script: "Based on my experience and the value I'd bring to this role, I'm targeting $X. I'm open to discussing the full compensation structure, and I'm confident we can find something that works for both of us."
Note: you name a single number, not a range. And that number should be 10-15% above your realistic target. If you'd be thrilled with $120K, anchor at $135K. This gives the company room to negotiate down while still landing near your target.
The psychology behind this: anchoring bias is one of the strongest cognitive biases in negotiation research. The first number mentioned in a negotiation disproportionately influences the final outcome. When you anchor high, even if they counter lower, the counter tends to be higher than it would have been if you'd started lower.
When to use this: you have competing offers, the role clearly requires your specific expertise, or you're currently employed and don't need this job. If you're desperate for work or early in your career, anchoring high can backfire. The company might just move to the next candidate.
5How to Research Your Number
Any salary strategy is only as strong as the data behind it. Here's where to get that data.
Levels.fyi is the gold standard for tech roles. Real compensation data submitted by employees, broken down by level, company, and location. If you're applying to a tech company, start here.
Glassdoor salary data is useful but skews slightly low because it includes older data points. Use it as a floor, not a ceiling. Filter by location and company size for the most relevant numbers.
ShouldApply's salary estimation pulls from current job postings and market data to give you a range for the specific role you're targeting. It's particularly useful when the posting doesn't list a salary.
LinkedIn Salary Insights shows ranges based on LinkedIn's member data. Helpful for getting a ballpark, especially for non-tech roles where Levels.fyi doesn't have much data.
Talk to people. This is the most underused research method. People in your network who work in similar roles can give you real numbers that no database captures. A 10-minute coffee chat with someone in the same function and market is worth more than an hour of Googling.
- Use at least two sources to triangulate a realistic range
- Adjust for location. A $150K salary in SF is different from $150K in Austin.
- Factor in total compensation. Base salary, bonus, equity, and benefits all count.
- Check the posting. Many states require salary ranges. Start with what's already disclosed.
6What to Do If You Already Answered "Wrong"
Maybe you panicked and named a number too low. Maybe you said something vague and now they're pushing for specifics. It happens. Here's how to recover.
If you named a number too low: "After learning more about the scope of this role and the responsibilities involved, I want to revisit my earlier range. Based on my research, a more accurate range for this position would be $X to $Y." Companies expect candidates to adjust as they learn more about the role. It's not renegotiating. It's updating with better information.
If you were too vague: "I want to be more specific about compensation. I've done my research and I'm targeting $X to $Y for this role, open to discussing the full package." Direct is better than vague. Recruiters appreciate candidates who can have a straightforward conversation about money.
The one thing you shouldn't do is keep dodging. If you've been asked twice and haven't given a real answer, the recruiter starts questioning whether you're serious about the role. Give them something to work with.
Know what the job pays before you interview. ShouldApply gives you salary estimates alongside your match score so you're prepared for the money conversation.
Get Salary Insights7The Big Picture on Salary Conversations
Salary negotiation isn't a confrontation. It's a conversation between two parties trying to find a number that works. The company has a budget. You have a market value. Your goal is to find the intersection where both sides feel good about the deal.
Be direct. Be prepared. And remember that the recruiter asking about salary expectations is doing their job, not trying to trick you. They genuinely need to know if there's alignment before investing more time in the process. Treat it as a professional exchange, come with your research, and you'll handle it fine.
Written by
Jesse Johnson
Founder, ShouldApply
Founder of ShouldApply. I write about job search strategy, hiring, and how to spend your time on opportunities that actually fit. Full bio →
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Frequently Asked Questions
In many states, employers are legally prohibited from asking about your salary history. Even where it's legal, you're not obligated to share it. Your current salary is a reflection of your past negotiation and your current employer's budget. It has nothing to do with what you're worth in the market or what this new role should pay. If asked, redirect: "I'd prefer to focus on what this role pays based on the responsibilities and market data. I'm targeting $X to $Y." If they insist, that's a yellow flag about their negotiation style.
Do your research using Levels.fyi, Glassdoor, LinkedIn Salary, and ShouldApply's estimation tool. Ask the recruiter directly during the first conversation: "Can you share the budgeted range for this role?" If they won't share a range and you have to go first, use Strategy 2 (researched range) so you're grounding your number in data rather than guessing.
Yes, and this is actually the best time to negotiate. Once you have an offer, you have the most information (the exact number, the benefits, the equity) and the most leverage (they've chosen you and don't want to restart the search). A reasonable counter-offer based on market data is expected at most companies. Something like: "I'm excited about this offer. Based on my research and the scope of the role, could we discuss moving the base to $X?" Keep it professional, cite your reasoning, and be prepared for them to say no. But they almost never rescind an offer because you asked.
Application forms that require a number are tricky because you have no context yet. If the field is optional, skip it or write "open to discussion." If it requires a number, enter the midpoint of your researched range. Some forms accept "0" or "negotiable" as an entry. Don't enter your absolute minimum because that becomes the anchor for all future conversations. And don't enter an absurdly high number thinking you'll negotiate down later. The form entry often gets used as a filter, and an unrealistic number might eliminate you before a human ever reviews your application.
Almost never, if you do it professionally. A well-researched, respectful negotiation shows confidence and market awareness. Recruiters expect it. What hurts your chances is being aggressive, making demands without data, or negotiating in bad faith (accepting an offer and then trying to renegotiate before starting). If a company rescinds an offer because you politely asked for $10K more, that tells you everything you need to know about working there.
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