Why the salary expectations question is a trap — and how to defuse it
The salary expectations question is asked early in the process for one reason: to screen out candidates before spending time on them. Employers want to know whether they can afford you, and they want you to set the anchor — because whoever anchors first in a negotiation typically gets the worse outcome.
If you name a number that is too low, you cap your offer at that number even if the budget was higher. If you name a number that is too high, you risk being eliminated before you can demonstrate your value. The correct strategy is to delay the number as long as possible without appearing evasive.
Script: how to deflect on a phone screen
Recruiter: "What are your salary expectations for this role?"
You: "I'm still learning about the scope of the role, so I'd prefer to wait until I have a fuller picture before naming a number. Could you share the budgeted range for the position?"
If they push again: "I'm flexible and want to make sure we're aligned on the role first. That said, I'd expect compensation in line with market rate for this experience level and location — I'm confident we can find something that works if the role is the right fit."
Most recruiters will either share the range or move past the question. If they absolutely insist on a number and will not proceed without one, go to the research-based script below.
Script: when you must give a number
If a recruiter will not proceed without a number, give a range — not a single figure. Base it on your research (Glassdoor, LinkedIn Salary, Levels.fyi, Payscale, Payscale, or Bureau of Labor Statistics for public data).
Example: "Based on my research for this role and level in [city/remote], I'm targeting the $X–$Y range. That said, total compensation matters — if base is lower but there's strong equity or bonus, I'm open to discussing the full package."
How to construct your range:
- Start with the market 50th–75th percentile for your experience level and location
- Set your floor at the 25th percentile (this is your true minimum)
- Give a range of $10–15k wide
- Lead with a number slightly above your real target so there is negotiating room
Never lead with your actual minimum. If you say "I need at least $80k," the offer will almost always be $80k.
What to do when the application form forces a number
Online application forms that require a salary figure before you can submit are a nuisance. Your options:
Option 1: Enter "0" or "1" — Some ATS systems accept placeholder values. This gets you through the form without committing.
Option 2: Enter your real target — If a placeholder is rejected, enter your genuine target (not your minimum). This ensures you are not screened out based on a low number you entered carelessly.
Option 3: Enter the top of your range — If you enter the high end of your range, you anchor higher and give yourself room to negotiate down if needed.
What to avoid: Never enter your actual minimum. If that number gets stored in the system and you advance, it can be used as a ceiling in the offer.
How to handle the question at different stages
Early screen (recruiter call): Deflect. Ask for their range. The earlier you are, the more legitimate it is to avoid committing.
Application form: Enter a placeholder or your target (see above).
Hiring manager interview: If asked again at this stage, it is reasonable to say: "I provided a range earlier in the process — has that changed anything on your end?" This signals you expect them to work with what you've shared.
Offer stage: This is where you negotiate, not answer a screening question. At this point you should have an actual offer to respond to. See our salary negotiation scripts guide.