How to Answer “What Are Your Salary Expectations?”

Since every position is budgeted, why isn't salary amount included in the job ad?, Saves everyone's time

There should be a "Job interview board game" so that everyone can get used to these conversations starting from middle school.

Put the pressure on them and ask “What salary range are you able to offer?” It’s straightforward and they won’t want to be judged as being too cheap.

"They don't ask for it to try to pay you as little as possible" proceeds to explain that's exactly the reason why they ask but with different words

“Money is important but not as important as my environment, work, or teammates.” This has paid huge dividends my whole life. I’ve never suggested a salary and their offers are always higher than I would have asked for.

I so love that meme: -Your salary expectations are very high giving your low experience. -Of course, it will be a very hard job for me, since I don't know what I'm doing 😂

These strategies are so American specifically. I just went through a hiring process in Germany and there you are expected to give a specific number. German coaches coach you to state it confidently, in one sentence, without any explanations, and then just pause and wait for a response. I'm also not German, and in my country I'd do the same. But my sister in the US did tell me that those negotiation strategies were what one should train oneself to do

Two words. Salary. Transparency.

Specifying a range is exactly like specifying only the lower number in that range, because that is the only thing the interviewer will hear.

I understand her perspective on the discussion of salary as an interview question response, but, let's face it, a number or range is generally expected once you've been made an offer. I live in California, where certain employers are required to advertise a salary range, so that helps me weed out positions that don't pay what I would potentially be asking. Personally, I took ALL my expenses for living, added my reasonable yearly savings goal, and that became the low end of my range. I then multiplied that number by 1.5 and took the median between my number and that product as the high end of my range. This makes sure I've got everything covered to live and thrive and I'm only negotiating on how big a cherry is on top.

I'm halfway through my career and I don't take that shit anymore. Now I'm the one who asks that question of potential employers if they dare post a job offer that doesn't come with a number. It's time to end that BS. You said it yourself: every position is budgeted and they know the budget, I dont.

About the comment at 1:27 "typically, hiring managers and recruiters want to make sure they can afford you". I am not sure I agree with that. I think it is more typical -no matter a company's budget- that they will pay as little as a candidate allows. Few companies will pay out one cent more than they absolutely must. If it weren't largely true, wages would be more openly disclosed. My two cents is, it comes down to a candidate knowing their worth and pitching it plainly and with pseudo-nonchalance. Desperation is just as bad (or worse) than being too rigid or aggressive!

More than once you've advised saying you don't fully understand the role in order to dodge the question of salary expectations. Can't imagine this sounds very good to the interviewer.

I wish she had a comment for the VERY COMMON reality that this question is asked in the online application process. You HAVE to answer. The answer HAS to be ONE number, not a range (although some do offer ticky boxes for ranges). It's awful, esp when they have offered no salary range in the description.

At my company, we always list the salary band on the job description. However, sometimes it is quite wide, so, after the initial 30 to 45 mins, I will also ask what they (as a candidate) expect. At this point, we will already have determined principal role and contribution level fit, so a discussion along the lines of "let me talk more about my skills/contributions" would not work well there. However, I explicitly invite candidates who are not satisfied with the band we propose to ask the question "what do I have to do to reach salary xxx". We can then discuss how they could get there. I really enjoy these discussions, as they are focused on value, and not cost.

The entry level catch 22 where a person would need experience to land an entry level role, say help desk, and in turn...that same person would require having worked to gain experience doing the entry level thing that they'd need experience to be accepted into doing.

My previous company had salary brackets attached to levels 1 through 8 for the different career paths within the company. My answer would be to ask whether the interviewing company has such a system in place, and based on my qualifications and experience, where do I fall into their level system, and what salary bracket applies to that level? If they do not have such a system, my next question is what system do they use equitably pay their employees....

Great advice. I’ve found that over time, in my own career, I’ve built up a list of value services I can provide so there are tiered responsibilities that afford certain salary ranges. For instance, working on a single project for a role may not warrant a 6 figure salary right away, but as you climb and gain responsibilities and can start managing other products and people, you will start to recognize money as time and how fast you can accomplish the set of tasks for the money negotiated. Once you realize you can complete certain tasks in a set amount of time for a good business value, you will have unlocked the power potential of your salary earning ceiling and the power of negotiation.

Very helpful information. Thank you so much to Amy and the production team!

Another thing to consider is, whether the position is exempt or non-exempt (i.e. x1.5 OT)? Also, what the expected overtime will be whether is paid or especially, if it’s unpaid! I took a jib at a good salary, but worked 70+ hours a week which substantially lowered my salary? I left as soon as I could find another job immediately! Also, whether a defined benefit (pension) is offered & whether bonuses are paid & what basis is used to determine those bonuses? Benefits like quality of health insurance, vacation or PTO are offered as well? Lots to consider??!