What Are Your Salary Expectations? - The Answer That Costs Candidates $20K (And How to Get It Right)

"What are your salary expectations?"

This question makes most candidates panic:

"If I say too high, I'll price myself out. If I say too low, I'll leave money on the table. If I deflect, will they think I'm being difficult?"

So they either:

• Throw out a number that limits their negotiating power
• Give a vague answer that makes them seem evasive
• Ask "What's the budget?" and get nowhere

And they often lose $10K-$50K because they don't understand what's actually happening.

This happens to 80% of candidates. Not because they don't know their worth. But because they don't understand the game theory behind this question—or how to answer strategically.

What You Think They're Asking

Most candidates hear "salary expectations" and think:

"They want to know what I'll accept so they can decide if I'm in their budget. I should give a number that's fair but not too high."

So they say:

"I'm looking for somewhere in the range of $120K-$140K, depending on the full benefits package."

You just anchored the negotiation at YOUR number—which is almost certainly lower than theirs.

What They're ACTUALLY Testing

Here's what "What are your salary expectations?" really means:

"Can I get you cheaper than our budget? Can I anchor your expectations low? Are you sophisticated enough to negotiate, or will you just accept what we offer?"

They're evaluating:

1. Negotiation savvy: Do you understand salary dynamics?
2. Market awareness: Do you know what you're worth?
3. Desperation level: Will you accept anything?
4. Anchoring: Can they set your expectations low from the start?
5. Budget fit: Are you wildly misaligned with what they can offer?

This isn't information gathering. It's the opening move in a negotiation.

The Answers That Cost You Money

❌ Giving a Specific Number

"I'm looking for $130K."

Why it costs you: If their budget was $150K, you just saved them $20K. You anchored low and have no room to negotiate up.

❌ Giving a Range Where You'd Accept the Low End

"I'm looking for $120K-$140K."

Why it costs you: They heard "$120K." That's your new ceiling. You'll never get $140K.

❌ Stating Your Current Salary

"I'm currently making $100K, so I'm looking for $110K-$120K."

Why it costs you: You just capped your ceiling at 20% above your current salary, even if the market rate is $150K.

❌ The Desperate Undercut

"I'm flexible on salary. I just want to find the right fit."

Why it costs you: You signaled you have no negotiating power and you'll accept whatever they offer.

❌ The Overshoot With No Backup

"I'm looking for $200K" (for a role that pays $120-140K).

Why it costs you: You priced yourself out without even getting to show your value.

The Framework That Works

Here's the strategic answer that preserves your negotiating power:

Option 1: Redirect to Market Rate (Ideal if Early in Process)

"I'd want to make sure any offer is competitive with market rates for this role and level. What range did you have in mind for this position?"

Why this works: You've asked them to name a number first. Whoever names a number first usually loses.

Option 2: Defer to Mutual Fit (Ideal if Later in Process)

"I'm really focused on finding the right fit right now. Once we determine this is a mutual match and I better understand the full scope and expectations, I'm confident we can reach a fair number. What range were you planning to offer for this role?"

Why this works: You're signaling you're serious but sophisticated. You're not dodging—you're deferring until you have leverage.

Option 3: Research-Based Range (If Forced to Give Numbers)

"Based on my research for this role in [city] at [company size/stage], the market rate seems to be $130K-$170K. I'd expect to be somewhere in that range depending on the total compensation package. Does that align with what you had in mind?"

Why this works: You gave a MARKET range, not your personal floor. And you asked them to confirm, which might get them to reveal their number.

The Before and After

Let's see this in action:

❌ BEFORE (Leaves Money on Table):

Interviewer: "What are your salary expectations?"

Candidate: "Well, I'm currently making $95K, and I was hoping to get to $110K-$120K in my next role. That feels fair for my experience level."

Interviewer: [thinking: "Great, they'll accept $110K. Our budget was $140K. We just saved $30K."]

Interviewer: "That sounds reasonable. Let's continue with the process."

(Candidate just lost $20-30K without realizing it.)

✅ AFTER (Preserves Negotiating Power):

Interviewer: "What are your salary expectations?"

Candidate: "I want to make sure I'm competitive with market rates for this level and location. Based on my research, similar roles at companies like yours are paying $130K-$165K depending on total comp. I'd expect to be somewhere in that range once we align on scope and responsibilities. What's the budgeted range for this position?"

Interviewer: "We're targeting $135K-$155K depending on experience."

Candidate: "That sounds aligned. Let's continue the conversation, and once we determine fit, I'm confident we can land on a number that works for both of us."

(Candidate kept their ceiling open and learned the company's range—without committing to a number.)

Advanced Tactics

If They Push: "We need a number from you."

"I understand you need to assess budget fit. Here's how I think about it: I've researched the market rate for this role in [location] with [X years experience], and it seems to be in the $130K-$160K range. If your budget is significantly outside that, it's worth knowing now. But if it's within that range, I'd prefer to discuss a specific number once I understand the full scope, team, and growth potential. Does that work?"

Why this works: You gave a market range (not your personal floor), and you made it about efficiency, not evasion.

If They Ask Your Current Salary (Some States Ban This)

"I'm focusing on market rate for this role rather than what I currently make, since they might not be comparable. What I'm looking for is compensation that reflects the value I'll bring to your company."

Why this works: You declined to anchor based on your current (possibly undervalued) salary.

If You're Genuinely Unsure of Market Rate

"I want to be honest—I'm still researching the market rate for this specific role and location. I don't want to throw out a number that's based on incomplete information. Can you share the budgeted range so I can evaluate whether it aligns with my research?"

Why this works: Honesty about doing due diligence sounds professional, not evasive.

If They Won't Budge: "Just give us a number."

"Alright. Based on my research and experience, I'd be looking for $140K-$165K depending on the complete package—bonus structure, equity, benefits, growth potential. That said, if you have a specific range in mind, I'm happy to hear it and see if we're aligned."

Why this works: You gave a number but kept it high enough to negotiate down, and you immediately tried to get their number too.

What to Research Before This Conversation

Don't walk into salary discussions blind. Research:

1. Market rate for your role/level/location

   • Use Levels.fyi, Glassdoor, Payscale, H1B databases

2. Company funding/stage

   • Startups post-Series A pay differently than Series C+
   • Public companies have structured bands

3. Your walk-away number

   • What's the minimum you'd actually accept?

4. Your target number

   • What would make you excited to sign?

5. Your "hell yes" number

   • What would make you stop negotiating immediately?

Common Mistakes (And How to Fix Them)

Mistake #1: Naming a Number First

"I'm looking for $125K."

Fix: Try to get them to name a range first. "What's budgeted for this role?"

Mistake #2: Using Your Current Salary as an Anchor

"I make $90K now, so I'm hoping for $100K."

Fix: Focus on market rate, not your current compensation.

Mistake #3: Giving a Range Where You'd Accept the Bottom

"$100K-$130K would work."

Fix: If forced to give a range, make the low end your actual target.

Mistake #4: Sounding Evasive or Difficult

Refusing to engage at all on compensation.

Fix: Be strategic but collaborative. "I want to be fair and transparent" signals good faith.

Mistake #5: Not Knowing Your Market Value

Guessing instead of researching.

Fix: Spend 2 hours researching comp for your role before ANY salary discussion.

When to Have the Salary Conversation

Too Early: First interview or application

• Say: "I'm excited to learn more about the role first. Let's revisit compensation once we determine mutual fit."

Right Time: After you've demonstrated value but before final offer

• Say: "Now that we've discussed the role in depth, I'd love to align on compensation expectations."

Too Late: After they've made a formal offer

• Caveat: You can still negotiate, but you've lost some leverage.

If They Make You Name a Number (and Won't Share Theirs)

Use this structure:

"Based on [market research source], [specific factors like location/level], and [your unique value], I'd expect compensation in the range of $[10-20% above market rate]-$[30-40% above market rate], depending on total package and growth potential. That said, I'm open to discussing what you had in mind."

Example:

"Based on Levels.fyi data for Senior Engineers at Series B startups in SF, plus my 8 years of experience and my specific expertise in distributed systems, I'd expect $170K-$200K base, depending on equity and bonus structure. But I'm curious what range you had budgeted?"

The Follow-Up After Giving a Range

Always end with:

"Does that align with what you had in mind for this position?"

This:

• Forces them to confirm or reveal their range
• Shows you're collaborative, not adversarial
• Gives you information to adjust if needed

Why This Question Matters More Than You Think

"What are your salary expectations?" sets the anchor for the entire negotiation.

If you nail this answer:

• You maintain negotiating leverage
• You don't cap your ceiling prematurely
• You signal sophistication
• You get more information before committing

If you fumble it:

• You leave money on the table
• You anchor the negotiation at YOUR number (probably too low)
• You signal desperation
• You lose bargaining power

The person who names a number first usually loses $10K-$50K.

The Bottom Line

"What are your salary expectations?" is not a request for information—it's the opening move in a negotiation.

Your job isn't to be helpful and name a number. Your job is to:

• Redirect to market rate
• Try to get them to name a range first
• If forced to name numbers, give a research-backed range
• Never anchor based on your current salary

If you can navigate this question strategically, you'll walk into offer negotiations with leverage intact—and you'll get paid what you're actually worth, not what you accidentally capped yourself at.

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No more leaving money on the table. Just strategic responses that set you up for maximum compensation.