How to answer “What are your salary expectations?”

What they're actually doing

Two things are happening. First, a screen: the recruiter needs to know whether your expectations fit the band they have, so they don't run a full process with someone they can't afford or who would be a step down. Second, an anchor: whatever number you say tends to frame everything that follows. That's why a confident, researched range works in your favour and a low guess works against you. You're not just answering a question, you're setting the starting point of the negotiation.

The answers that cost you money

The single low number is the expensive one: name “around $120k” and you've likely capped yourself there, even if they'd have paid more. “Whatever you think is fair” hands them all the leverage and signals you don't know your worth. A number way out of range can end the conversation. And flat refusal to engage reads as difficult. Each one either undervalues you or creates friction where a simple range wouldn't.

The structure that works

Give a researched range, anchored and framed:

• A range, not a number, with a bottom you'd genuinely accept, since employers often land near the low end.
• Anchored to the market, the going rate for this role, level, and location, so it sounds informed rather than hopeful.
• Or a graceful defer if it's very early, ask their budgeted range or say you'd like to understand the role first.

For example: “Based on what I'm seeing for senior backend roles at this size of company, and my experience owning the payments platform, I'm targeting somewhere in the $150k to $175k range on base, and I'm flexible depending on the overall package.” If it's the first recruiter call: “I'd like to understand the level and scope fully first, but happy to share a range once we're there. What have you budgeted for the role?”

Know the market before you answer

You can't give a confident range without knowing the going rate, so this is research you do before the call, not in it. Once you have your number, the same data powers the actual offer negotiation later, where the leverage is greatest. The two conversations are the same skill at different stages: know your worth, anchor on data, and don't give the number away for free.

The fast way: a comp benchmark for the role

Calibrd does the market research for you. Paste a real job description and it builds a compensation benchmark for that role and level, base, equity, and bonus ranges, so you walk into the salary question with a defensible number instead of a guess. It also predicts the question itself and lets you practise the answer out loud, the same practice loop as the rest of the round.

So what do you actually do

1. Research the market rate for the role, level, and location before the call.
2. Give a range with a floor you'd actually accept, anchored to that data.
3. Early on, defer gracefully or ask their budgeted range first.
4. Practise saying the number out loud so it lands with confidence.