The Exact Thing to Say When They Ask Your Salary Expectations
“What’s your salary expectation?” is the most expensive question in your career. The wrong answer costs you $15K–$40K in a single sentence. Here’s the exact script for every variation of this conversation.
Never give the first number
The first number anchors the entire negotiation. Anchor low and you're negotiating against yourself before it starts. Deflect: "I'd love to understand the full scope of the role before naming a number — can you share the budgeted range?" Most recruiters have a number. They're testing whether you'll undersell yourself first.
If they press, flip it back
"I want to make sure we're aligned before I give you a number that misses the mark. What's the range you've approved for this position?" This is not evasive — it's professional. If they push a third time, see step 03.
If you must anchor, bracket high
Research market rate. Add 15%. State a range where your floor is their ceiling: "Based on the scope and my research, I'm targeting $X–$Y." Your number should be high enough that their counter still lands where you want to be. If they meet your floor, you haven't left money on the table.
Never give your current salary
In many states it's illegal to ask. Even where it's not, you don't have to answer. Say: "I'd prefer to focus on what the role is worth in the market rather than my current comp." Then stop. Don't fill the silence. The first person to speak after stating a position loses. Let them speak.
When the offer comes, don't accept in the room
"Thank you — I want to give this real consideration. Can I have until [specific date]?" Aim for 48 hours. You're never sharper in a high-stakes moment than when you've had time to think. Every offer that ever existed was still there 48 hours later. Take the time.
The counter script
"I'm genuinely excited about this role. Based on [scope / market data / your experience], I was hoping we could get to $X. Is there flexibility?" Counter 10–15% above the offer. They expect a counter. Not countering is leaving money on the table that was already earmarked for you.
If base is firm, work the other levers
"I understand the base is fixed. Could we look at a 6-month review tied to [specific milestones]? Or a signing bonus / additional PTO / remote flexibility?" Compensation is not just salary. If base doesn't move, other components can. Never leave the table having only pulled one lever.
The gap between what you earn and what you could earn is almost never about performance. It’s almost always about negotiation. These seven steps give you the script for every variation of the conversation — from first call to final offer.
The full system for every negotiation scenario — job offers, raises, promotions. Includes the exact scripts, the counter-offer framework, and the language for when they say the number is firm.
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