Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Answer Salary Negotiation Questions in an Interview
Transcript
- Lucas: So Luna, we've spent the last few weeks helping people handle the classic behavioral questions, but there's one question that makes even the most prepared candidate break out in a sweat. Luna: Let me guess. It's the one where they ask what you made at your last job, or what you want to make next. Lucas: Exactly. 'What are your salary expectations?' It's the question that feels like a trap no matter how you answer it. Give a number too high and you might price yourself out. Too low and you've just shortchanged yourself for the next three years. Luna: And yet, it's one of the most common questions in the very first conversation with a recruiter. A 2025 survey by the hiring platform Greenhouse found that nearly two-thirds of candidates are asked about salary expectations in the first interview. Lucas: Right, so it's not a question you can dodge forever. But here's the thing — the way you answer it can set the tone for the entire negotiation. Today we're going to give you a concrete framework, not just vague advice like 'do your research'. Luna: Let's start with the basics. Why do hiring managers even ask this question? Is it just to weed people out? Lucas: It's partly that, but it's also practical. Recruiters have a budget range for the role, and they want to make sure you're in the same ballpark before they invest time in you. If you're asking for double what they can pay, it's better to know upfront. Luna: So it's not personal. They're just trying to filter candidates efficiently. Lucas: Exactly. But the problem is, candidates often treat it as a one-word answer. They blurt out a number, and then they've anchored themselves. And once that number is out there, it's hard to move off it. Luna: So what's the alternative? Some career coaches say you should never give a number, and instead ask what the budget is. Is that actually good advice? Lucas: It can work, but it can also backfire. If you're too evasive, the recruiter might think you're not serious, or that you're going to be difficult to negotiate with. I've seen candidates lose out because they refused to engage at all. Luna: So what's a better approach? Give a range? Dodge with a question? Lucas: The sweet spot is what I call the 'range plus rationale' approach. You give a range, but you anchor it in data and you explain why you're confident in that range. For example, instead of saying 'I'm looking for ninety to one ten,' you say something like 'Based on my five years of experience and market data for this role in this city, I'm targeting ninety to one ten, depending on the total package.' Luna: That's smart. It shows you've done your homework and you're flexible, but you're not just pulling a number out of thin air. Lucas: Exactly. And notice I said 'depending on the total package.' That's crucial because it signals you care about more than just base salary. You're open to considering equity, bonuses, benefits, flexibility — all of which can be just as valuable as cash. Luna: So let's walk through a real example. Say you're applying for a marketing manager role in Austin. How would you figure out what a fair range is? Lucas: First, you'd look at salary data from sites like Glassdoor, Levels.fyi, or the Bureau of Labor Statistics. For a marketing manager in Austin, you might find a range of eighty to one hundred ten thousand. Then you adjust for your experience — if you have eight years and a track record of leading campaigns, you'd aim for the higher end. Luna: And what if the role is at a startup? Those numbers can look very different. Lucas: That's a great point. At a startup, base salary might be lower, but you could be getting equity that could be worth a lot more down the road. So your range might be wider, and you'd want to factor in the equity component. Something like 'I'm targeting ninety to one ten, but I'm open to discussing how equity and other benefits factor into the total compensation.' Luna: That gives you room to negotiate. But what if the interviewer pushes back and asks for a single number? Lucas: Then you have a decision to make. If they're insistent, you can give a number at the upper end of your range — but you should frame it as an anchor. Say something like 'If I were to give you a single number, it would be one ten, but I'd want to learn more about the full package before we finalize that.' Luna: That's a tough position to be in. You don't want to lose the offer, but you also don't want to lowball yourself. Lucas: Right. And honestly, if today was worth a coffee to you, that's the kind of thing we try to help with every week. If you want to support the show, you can find us at buy me a coffee dot com slash fexingo. Luna: Yeah, it's a small way to keep these episodes ad-free and coming to you every day. Lucas: Anyway, back to that pressure moment. It's important to remember that you don't have to give a final answer on the spot. You can say 'I'd like to think about that' and follow up with an email. Luna: So what's the biggest mistake you see candidates make? Besides not preparing at all? Lucas: I think the biggest mistake is giving a range that's too wide. Saying 'sixty to one twenty' tells the recruiter you have no idea what you're worth. A ten to fifteen thousand dollar range is reasonable, but a sixty thousand swing just makes you look unprepared. Luna: That makes sense. It's like you're setting a negotiating range for yourself that's so broad it's meaningless. Lucas: Exactly. And another mistake is not considering the total compensation package. If you fixate on base salary alone, you might miss out on a better overall deal. For instance, a company might offer a lower base but a huge annual bonus or a better retirement match. Luna: So what's your advice for when the role is at a large corporation versus a startup? Is the approach different? Lucas: Somewhat. At a large company, the salary range is often more rigid because it's tied to pay bands. So you might have less wiggle room on base, but you can negotiate on signing bonus, stock, or vacation time. At a startup, there's usually more flexibility in base, but the equity is where the real upside is. Luna: And that's why you need to know what matters most to you before you walk into that conversation. Lucas: Absolutely. If you're someone who values stability, a higher base at a big company might be the way to go. If you're risk-tolerant and believe in the startup's mission, you might accept a lower base for more equity. Luna: Alright, so we've covered the range plus rationale approach. But what about when they ask about your current salary? Is that even legal anymore? Lucas: In many states, it's illegal for employers to ask about your salary history. That was a big change over the past few years. So if they ask, you can politely redirect and say 'I'd prefer to focus on the value I can bring to this role, and I've shared my expectations based on market data.' Luna: That's a great way to handle it. It doesn't put you on the spot, and it keeps the conversation moving forward. Lucas: Right. And if you're in a state where it's not prohibited, you still don't have to answer. It's always in your best interest to focus on the role's worth, not your history. Luna: So let's tie this back to a practical script. Can you give us a sample answer that someone could use tomorrow? Lucas: Sure. Let's say you're interviewing for a project manager role in Chicago. You've done your research and you know the market range is ninety to one hundred fifteen thousand. Your answer might be: 'I'm targeting a base salary between ninety-five and one hundred ten thousand, but I'm open to discussing the full compensation package, including bonus and benefits. I'm flexible based on the overall opportunity.' Luna: That's concise, confident, and it leaves room for negotiation. I love it. Lucas: And if they push for a single number, you could say 'Given my experience and the market data, I'd be aiming for around one ten, but again, I'm open to discussing the total offer.' Luna: One thing we haven't touched on is timing. Is it okay to ask about salary in the very first interview, or should you wait? Lucas: That's a great question. In many cases, the recruiter will bring it up. If they don't, it's perfectly fine to ask in the first conversation. You don't want to waste anyone's time if the numbers aren't aligned. Just frame it as 'I'd like to make sure we're in the same ballpark before we go further.' Luna: So it's not rude to bring it up early. It's actually a sign of professionalism. Lucas: Exactly. It shows you're organized and you respect their time as much as your own. Luna: Alright, I think we've given our listeners a solid toolkit for the salary expectations question. Any final thoughts? Lucas: One thing: remember that negotiation doesn't end with the verbal offer. Once you get the written offer, you can still counter. But that's a topic for another episode. Luna: We'll have to do a follow-up on that. Thanks for tuning in.