Salary Expectations in an Interview: What to Say When Asked

"What are your salary expectations?"

It is the most stressful question in the entire interview process. Answer too low, and you leave thousands of dollars on the table. Answer too high, and you are immediately disqualified from the process. Refuse to answer entirely, and you come across as difficult.

Handling this question requires preparation, tact, and knowing exactly what phase of the interview process you are in.

It is also a question you are answering blind, and that is by design. When we read 6,309 live Indian job descriptions, just 1.8% stated a salary figure. You are expected to name a number while they keep theirs hidden — which is exactly why the range you give matters more than the number.

Why Do They Ask This So Early?

Recruiters almost always ask this during the initial phone screen. They are not trying to trap you; they are trying to save time. If the role has a strict budget of $80k and you won't accept less than $120k, there is no point in putting you through five rounds of technical interviews. They need to ensure basic alignment.

The Golden Rule: Research Before You Speak

Never enter an interview without knowing your market value. Use tools like Levels.fyi (for tech), Glassdoor, or AmbitionBox (for India). You need to know what a [Job Title] with [Your Years of Experience] makes in [Your Target City].

Once you have the data, define two numbers for yourself:

• Your Walkaway Rate: The absolute lowest number you will accept.
• Your Target Rate: What you actually want (usually 15-20% higher than your current salary).

Strategy 1: The Deflection (Best for Early Stages)

In the first round, you usually don't know enough about the role's scope to name a price. It is completely acceptable to deflect once.

Script: "I'm currently focused on finding a role that is the right fit, and I'm sure we can align on compensation if it's a mutual match. Since you have a better understanding of the budget for this position, could you share the approved range?"

If they share a range and it meets your walkaway rate, simply say: "Yes, that aligns with my expectations. We can move forward."

Strategy 2: Giving a Range (When Forced)

Some recruiters will not budge. If they insist you name a number first, do not give a single figure. Give a range. Crucially, put your Target Rate at the bottom of the range.

Script: "Based on my research for similar roles in this market, and factoring in my experience with [Specific Skill], I am looking for a base salary in the $X to $Y range. Of course, I evaluate the total compensation package, including equity and benefits, before making a final decision."

Strategy 3: The Anchor (When You Have Leverage)

If you are highly recruited, currently employed, and have specialized skills, you can use the psychological principle of "anchoring." By naming a high number first, you set the baseline for the negotiation.

Script: "I'm currently earning $X, and considering the scope of this new role, I would need an offer in the $Y region to consider making a move."

How to Handle "That's Above Our Budget"

If you name a range and the recruiter says it is too high, do not immediately backtrack and drop your price. Clarify the total package.

Script: "I understand. Is there flexibility in other areas of the compensation package, such as a sign-on bonus, equity grants, or an accelerated timeline for the first performance review?"

What NOT to Say

• Do not lie about your current salary. In many places, it is illegal for them to ask anyway, but if you lie and they find out (e.g., during background checks where legal), the offer will be rescinded.
• Do not base your number on personal expenses. "I need $90k because my rent went up." The company pays for the value of the role, not your lifestyle.
• Do not accept immediately. Even if the number they throw out is way higher than you expected, say: "That sounds great. I look forward to reviewing the full written offer."

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