Salary Expectations: How to Answer (Scripts, Ranges, and Email Templates)
The salary expectations question is a trap only if you answer it the wrong way.
What recruiters are really checking is:
-
Are you in the right ballpark for the role?
-
Are you flexible and easy to work with?
-
Do you understand your market value?
-
Will compensation become a problem later?
A strong answer keeps three things true at the same time:
-
you don’t price yourself out
-
you don’t lowball yourself
-
you keep momentum moving to the offer stage
This guide gives you copy-ready scripts for phone screens and emails, plus a simple range method that sounds professional (not awkward).
Quick Answer
Best default response:
-
ask for the role’s budget range
-
give a range (not one number)
-
tie it to total compensation and role scope
-
stay flexible while protecting your floor
A safe, professional script:
“I’m flexible depending on the full scope and total compensation. Could you share the budgeted range for this role? If we’re aligned, I’m confident we can make it work.”
The 3 rules that protect you
Rule 1: Don’t give a single number early
A single number becomes your ceiling. A range keeps options open.
Rule 2: Make it “range + context”
A range without context can sound random. Add one sentence:
-
location/market
-
level/scope
-
total compensation
Rule 3: Always mention total compensation (not just base)
Comp is often:
-
base + bonus + equity + benefits
If you only talk base, you can mis-negotiate the whole package.
Step 1: The best move is asking for the range (politely)
Use one of these:
-
“Could you share the compensation range budgeted for this role?”
-
“Before I give a number, can you confirm the range for the position?”
-
“I want to be respectful of everyone’s time—what range are you targeting?”
If they share the range, you’ve won leverage and clarity.
Step 2: If they insist, give a range the right way
Use this format:
-
range + flexibility + alignment signal
Script (recruiter screen)
“Based on the role scope and market, I’m targeting a total compensation range of $X to $Y, depending on leveling and the overall package. If we’re in that band, I’m very interested.”
If you want to be extra safe:
“I’d like to learn more about responsibilities and leveling first, but that’s the general range I’ve seen for similar roles.”
How to build your range (simple and believable)
Use a range width that feels normal:
-
early career: ±10–15%
-
mid-level: ±15–20%
-
senior: ±20% (sometimes more due to leveling)
Examples (structure only):
-
Target: $100k → range: $95k–$115k
-
Target: $140k → range: $130k–$160k
You don’t need to justify with a lecture. One line is enough:
“Based on similar roles I’ve seen and my experience level.”
What to say if your number is ABOVE their budget
Don’t argue. Explore options.
Script
“Thanks for sharing. That’s a bit below what I’m targeting based on scope. If the role has flexibility through bonus, equity, or leveling, I’d still love to explore. What flexibility is there in the package?”
This keeps the conversation alive without sounding demanding.
What to say if your number is BELOW their budget
You don’t want to accidentally underprice yourself.
Script
“I appreciate that. I’d like to understand the leveling and expectations, but if the range supports it, I’d be comfortable aligning closer to the middle or upper end based on fit and responsibilities.”
The “salary expectation” email templates (copy-paste)
Template A: Ask for range first (best)
Hi {Name},
Thanks for reaching out—excited to learn more about the {Role}. Before I share expectations, could you confirm the compensation range budgeted for this position (and whether it includes bonus/equity)? If we’re aligned, I’m confident we can move forward smoothly.
Best,
{Your Name}
Template B: Give a range (when required)
Hi {Name},
Based on the role scope and market, I’m targeting a total compensation range of ${X}–${Y}, depending on leveling and the overall package. I’m flexible for the right fit and would love to learn more about the team’s priorities.
Best,
{Your Name}
Template C: After you’ve interviewed (stronger, more confident)
Hi {Name},
After learning more about the role and responsibilities, my expected total compensation range is ${X}–${Y}, depending on leveling and the full package. If we’re in that band, I’m very excited to continue.
Best,
{Your Name}
What NOT to say (common mistakes)
Avoid these because they weaken your position:
-
“I’m open to anything.” (sounds like you don’t know your value)
-
“What’s the maximum?” (sounds combative)
-
giving your current salary (unless you choose to; often unnecessary)
-
long explanations, emotional stories, or pressure
Keep it calm, clean, and business-like.
If you’re asked salary expectations way too early (before details)
Use a “redirect + interest” answer.
Script
“I’m definitely interested, but I’d like to understand scope, leveling, and total compensation first. If you share the budgeted range, I can confirm we’re aligned.”
This is polite and protects you.
Mini worksheet (5 minutes)
Fill these in before recruiter calls:
-
Target role title: ______
-
Your target number: ______
-
Your range: ______ to ______
-
Your floor (walk-away): ______
-
Must-have vs nice-to-have (bonus/equity/remote/etc.): ______
Then memorize one sentence:
“I’m targeting $X–$Y total comp depending on leveling and package.”
FAQ
Should I give salary expectations first?
If possible, ask for the range first. If you must answer, give a range with flexibility.
Should I use base salary or total compensation?
If the role includes bonus/equity, talk in total compensation (or clarify which one you mean).
Will negotiating hurt my chances?
Professional negotiation rarely hurts. Poor tone or unrealistic demands can. Calm and flexible wins.
Update log
Updated: 2026-01-13
Related reading (minimal links):
Comments
Post a Comment