← Back to BlogSalary NegotiationMarch 11, 2026 · 11 min read
They Asked My Salary Expectations — Here's Exactly What to Say
This question is designed to get you to anchor low. Here are three strategies with exact scripts for every scenario — phone screens, emails, applications, and when they won't take “I'd rather not say” for an answer.
Why This Question Is a Trap (Game Theory)
When a company asks “What are your salary expectations?” they're trying to set the anchor — the first number on the table, which disproportionately influences the final outcome. Research in behavioral economics shows that whoever names the first number in a negotiation loses an average of 10–15% compared to letting the other side go first.
If you say $120K and they were budgeted for $140K, you just left $20K on the table. If you say $160K and they were budgeted for $140K, you risk being screened out. The goal is to avoid naming a specific number until you understand the role, the comp structure, and their budget.
Strategy 1: The Deflect (Best for Early-Stage)
Use this when you're in the first phone screen or initial conversations. You don't have enough information to name a number yet, and that's a perfectly legitimate reason to redirect.
Phone Screen Script:
"I'd love to learn more about the role and the full scope of
responsibilities before discussing compensation. Could you
share the budgeted range for this position?"
If they push back:
"I'm flexible on compensation and more focused on finding the
right fit. I'd prefer to understand the full picture — the
role, the team, the growth trajectory — before we anchor on
a number. What range are you working with for this level?"
Why this works: You're not refusing to answer — you're reframing the conversation as a collaborative exchange. Most recruiters will share the range because they want to avoid wasting time on misaligned candidates.
Strategy 2: The Anchored Range (Best for Later-Stage)
Use this when you've done your research and you're further in the process. Naming a range (not a single number) gives you flexibility while anchoring high.
Later-Stage Script:
"Based on my research into market compensation for this role
in [city], and factoring in my [X years of experience in Y],
I'd expect total compensation in the range of $[high anchor]
to $[very high anchor]. But I'm flexible depending on the
full package — equity, bonus, benefits, and growth opportunity
all factor into my decision."
Example: "I'd expect something in the $145K to $165K range
for base, but I'm looking at total comp holistically."
Critical: Your range should be anchored above your target. If you want $140K, say $145K–$165K. Companies almost always negotiate down from your stated range, so start high.
Strategy 3: The Flip (Best When Pressed Hard)
Use this when the recruiter insists on a number and won't accept a deflection. You acknowledge their request while maintaining control.
When They Won't Take No:
"I appreciate you asking. I'm targeting roles in the $[range]
range, but honestly, the right opportunity matters more than
hitting a specific number. What does the compensation structure
look like for this level at [Company]?"
Or more directly:
"I don't want to price myself out or sell myself short without
understanding the full role. I've seen market data suggesting
$[range] for similar roles. Does that align with your budget?"
Special Scenarios
On a Job Application (Required Field)
If the field accepts text: "Flexible / Open to discussion"
or "Competitive with market rate"
If the field requires a number: Enter the 75th percentile
for the role based on your research. This anchors high
without being unreasonable.
If it asks for a range: Enter your target as the LOW end
and 20% above as the HIGH end.
Via Email
Email Response:
"Thank you for asking about compensation expectations. I'm
most focused on finding the right role and team fit, and I'm
confident we can find a number that works for both sides.
Could you share the budgeted range for this position? That
would help me give you a more informed answer.
Looking forward to continuing the conversation."
If they insist via email:
"Based on market data for [Role] in [City], I'd expect total
compensation in the $X–$Y range, though I'm flexible depending
on the full package. I'd love to discuss further in our next
conversation."
When They Lowball After You Give a Number
Recovery Script:
"I appreciate the offer. Based on the scope of the role as I
now understand it — which is broader than I initially expected —
and the market data I've reviewed, I think $[higher number]
better reflects the position. Is there flexibility to revisit
the base?"
Key: Tie the higher ask to NEW information (role scope,
responsibilities, market data) — not "I said the wrong number."
Decision Tree: Which Strategy When
| Situation | Strategy | Why |
|---|
| First phone screen | Deflect | Not enough info to name a number yet |
| After 2+ interviews | Anchored Range | You understand the role; anchor high |
| Recruiter insists on a number | Flip | Acknowledge but maintain control |
| Job application form | See above | 75th percentile or "Flexible" |
| Email from HR | Deflect → Anchored Range | Ask for their range first; give yours if pressed |
| You're underpaid currently | Deflect (critical) | Never reveal current salary — it anchors low |
Never share your current salary. Many states and cities have banned employers from asking (CA, NY, CO, WA, and others). Even where it's legal, your current salary is irrelevant to your market value. Deflect: “I'd prefer to focus on the value of this role rather than my current compensation.”
Know your number before they ask.
Countered analyzes H1B filings and BLS data to give you the exact market rate for your role, level, and location — so you can anchor with confidence.
Get My Market Rate →