How to talk about salary expectations with a recruiter without underselling yourself
It’s one of the most sensitive questions and one of the most important.
“What are your salary expectations?”
Say too little, and you sound unsure. Go too low, and you lock yourself out of real value. Go too high, and you risk disqualifying yourself early.
The goal isn’t just to answer, it’s to position.
This isn’t just about numbers. It’s about confidence, clarity, and timing.
Here’s the thing: it’s easy to give a number when you’re used to talking about money. Or when you’ve done salary negotiations before.
But if you’re not, and many people aren’t, talking about your own value can feel like walking a tightrope. Too high, and you worry you’ll seem out of touch. Too low, and you risk undervaluing years of effort.
This isn’t just about money. It’s about how you see yourself and how confidently you stand in that value when it matters.
That’s why this moment feels risky. It doesn’t only test your market knowledge. It reveals the gap between your worth and your ability to claim it.
Why this question triggers anxiety and how to shift your mindset
Most candidates fear two things:
- 💸 Leaving money on the table
- 🚪 Pricing themselves out too soon
But the goal isn’t to guess the magic number. It’s to show that you know your range, understand your market, and can engage in this conversation with clarity, not emotion.
The biggest mistakes to avoid
Talking about salary isn’t just about confidence. It’s about avoiding habits that quietly undermine your value.
Here are the most common missteps and how to replace them with smarter, more strategic alternatives:
❌ 1. Giving a single number too early
Why it’s a problem: It creates a ceiling before you understand the full value of the role, benefits, or growth opportunities. You lock yourself in, and often, too low.
What to do instead: Use a researched range and signal openness.
✔️ Try: “Based on the market and similar roles, I’d expect something in the range of $65K to $75K depending on scope.”
❌ 2. Saying “I’m flexible” without context
Why it’s a problem: While flexibility sounds polite, it can read as unprepared or uncertain. You lose negotiating power and clarity.
What to do instead: Show informed flexibility.
✔️ Try: “I’m open within a reasonable range depending on responsibilities and overall offer structure.”
❌ 3. Leading with personal needs or emotion
Why it’s a problem: Saying things like “I need to earn more than I do now” makes it personal, not professional. Compensation discussions should reflect market value, not financial pressure.
What to do instead: Center the conversation on value, not circumstance.
✔️ Try: “My goal is to align compensation with the scope of contribution, and based on benchmarks, I believe this range is appropriate.”
Tip: Think like a peer, not a supplicant. The way you talk about salary should reflect confidence, curiosity and mutual fit.
Common Salary Talk Mistakes vs. Strategic Reframes
| What Not to Say | Why It Hurts | What to Say Instead |
|---|---|---|
| “I’m looking for $60K.” | Too rigid, no context | “Based on similar roles, $65–75K feels appropriate depending on scope.” |
| “I’m flexible.” | Sounds vague or insecure | “I’m open within a reasonable range, based on the full picture.” |
| “I just need to earn more than now.” | Centers on personal needs | “I’m focused on aligning with value and scope of responsibility.” |
| “Whatever you think is fair.” | Signals passivity and lack of preparation | “I’ve done some research, and I’d expect X–Y range based on benchmarks.” |
Bottom line: Avoid emotional or vague responses. Use language that reflects research, self-worth, and strategic thinking.
A better way to talk about salary even if you’re unsure
Step 1: Start with alignment
“I believe in fair compensation and mutual value, so I’m glad we’re discussing this up front.”
Step 2: Give a researched range
“Based on market data and similar roles, I’d expect something between $65K and $75K depending on scope and structure.”
Step 3: Leave room to calibrate
“That said, I’m open to understanding your internal bands and how compensation works in context of the total offer.”
Tip: Use ranges, not fixed numbers. This shows you’re informed and flexible, but not directionless.
How to do your salary homework without guessing
You don’t need to be a compensation expert, but you do need to be informed. When you back your expectations with data, you stop sounding like a guesser and start sounding like a peer.
Here’s how to research confidently and use it in the conversation:
🔍 1. Use multiple salary data sources
No single site is 100% accurate. But together, they paint a reliable picture.
- Glassdoor – good for average ranges and employee-reported data
- Levels.fyi – excellent for tech roles and compensation structures
- LinkedIn Salary Insights – adds location and title context
🗣️ 2. Ask real people
Private communities and peers are often more honest than public data.
- Talk to former colleagues or industry contacts you trust
- Join Slack or Discord groups by profession or sector
- Ask mentors: “What range would you consider realistic for this kind of role?”
📍 3. Adjust for location, level, and business type
Context matters. A $75K salary in a remote-first startup may feel very different than the same number at a corporate HQ in NYC.
When researching, ask yourself:
- Is this a startup, mid-size or enterprise company?
- Is the role fully remote, hybrid or location-based?
- Am I looking at national data or localized info?
💼 4. Frame your research strategically
The goal isn’t to memorize numbers, it’s to anchor your range in logic, not emotion.
Example of what to say:
“Based on what I’ve seen in the market for roles at this level and complexity, I’d expect something in the $70K to $80K range, depending on full scope and benefits.”
Tip: Numbers are only half the story. What matters is how calmly and clearly you can talk about them.
Quick Guide: Where to Look & How to Use the Info
| Source | What It Tells You | How to Use It |
|---|---|---|
| Glassdoor | Average salaries by role/company | Use to set your baseline range |
| Levels.fyi | Role levels, comp structure (tech-heavy) | Useful for tech/engineering positions |
| LinkedIn Salary | Role-based estimates by location | Cross-check with other data points |
| Peers/mentors | Current, informal market context | Use to validate and calibrate your target |
| Job listings | Sometimes list salary bands directly | Scan similar roles and reverse-engineer |
Bottom line: Confidence starts with clarity. Don’t aim to guess the perfect number, aim to make a grounded, confident case for your range.
What recruiters actually want to know
- 🧠 Are you informed?
- 💬 Are you realistic and self-aware?
- 🧭 Can you handle a high-stakes conversation with maturity?
And most importantly: are you someone they can confidently represent to a hiring manager?
What if you’re not ready to give a number?
Early in the process, it’s perfectly okay to defer strategically. Try:
“Before sharing a number, I’d love to understand more about the full scope of the role and expectations. I’m confident we can align when the time comes.”
This signals professionalism, not avoidance.
When they don’t bring it up, should you?
If salary hasn’t been discussed by the second interview, it’s smart to raise it yourself tactfully.
“Just to stay aligned, could we talk briefly about compensation bands for this role?”
You’re not being pushy. You’re being practical.
This isn’t just a question. It’s a test of your positioning.
Salary expectations aren’t about what you deserve, they’re about what you understand, what you offer, and how you show up.
Speak with intention. Back it up with research. And stay open, not insecure.
Final thought: Every candidate has a number. But the ones who get hired and respected, are those who know how to communicate it.