Salary Expectations
Your target compensation for a new role, typically requested early in the hiring process by a recruiter. Stating expectations confidently, backed by market research, is more effective than deflecting or revealing a number before you understand the full scope of the role.
Salary expectations are the compensation you're hoping to receive in a new role. Recruiters ask about them early in the process (often in the pre-screening call) to avoid investing time in candidates whose expectations are far outside the budget. **Why this conversation is awkward:** Both sides want the other to move first. The candidate doesn't want to undershoot and leave money on the table; the recruiter doesn't want to lock in the top of the range before assessing fit. **The best approach: informed confidence** Research what the role pays using Glassdoor, LinkedIn Salary, Levels.fyi (tech roles), and the Bureau of Labor Statistics. Then give a range where your floor is actually acceptable to you, not a fantasy number. 'Based on my research, I'm targeting $X to $Y for this role. Does that align with your budget?' This approach: - Shows you've done research (signals seriousness) - Gives the recruiter useful information to proceed - Leaves room for negotiation within the range - Gives you the right to ask if it aligns **When not to give a number yet:** If you genuinely don't know enough about the role's scope, level, and responsibilities, it's reasonable to say: 'Before I share a specific range, can you tell me more about the scope of this role? I want to make sure I'm answering in the right context.' This works once, not repeatedly. **Deflecting indefinitely:** Saying 'I'm flexible' or 'I'll consider anything reasonable' is read as inexperience or low confidence. Come prepared with a researched range.
Why it matters
Stating salary expectations that are far above the budget ends processes early, which is actually useful, as it prevents wasted time on both sides. Understating expectations, however, can anchor a final offer significantly below what you could have received.
Candidate tip
When sharing your salary range, make the floor a number you'd actually accept, not a stretch goal, so you're not backed into an uncomfortable position if the employer comes back at the bottom of your range.
Related terms
Salary History
ApplicationsYour past compensation at previous employers. Employers historically asked for salary history to anchor offers. This practice is now banned in many US states and cities, as research showed it perpetuates pay gaps, particularly for women and underrepresented groups.
Salary Negotiation
Offers & NegotiationThe process of discussing and agreeing on compensation with an employer, most critically when negotiating a job offer, but also during performance reviews. Most candidates underestimate their leverage and leave significant money on the table by not negotiating.
Salary Range
Offers & NegotiationThe minimum and maximum compensation a company is willing to pay for a given role, often disclosed in the job posting (required in some states) or shared during the hiring process. Understanding the range helps candidates negotiate from a position of information.
Market Rate
Offers & NegotiationThe typical compensation paid for a given role, experience level, and location. Knowing market rate is the foundation of salary negotiation. It's how you establish whether an offer is fair and what counter-offer to propose.
Pre-Screening
ApplicationsAn early-stage filtering step in the hiring process, typically a phone call or questionnaire, used by recruiters to verify basic qualifications, location, work authorization, and compensation expectations before investing time in full interviews.