Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Answer the What Are Your Salary Expectations Interview Question
Transcript
- Lucas: So you're in the final round for a mid-level marketing manager role. The hiring manager leans back, smiles, and says: 'We're really excited about you. One last thing: what are your salary expectations?' That question can feel like a trap, and if you blurt out the wrong number, you could leave money on the table — or price yourself out of the job. Luna: Right, and the stakes are high because once you name a number, it's hard to walk it back. So what's the smart move — do you answer directly or dodge? Lucas: The smart move is to have done your homework before the interview. You should know the market range for that role in that city, at that company size. But the delivery matters even more. Let's walk through a concrete scenario: say you're targeting a base salary of one hundred twenty thousand dollars — that's your 'happy number'. The company's range might be one hundred ten to one hundred thirty. How do you handle it? Luna: One approach I've seen recommended is to give a range that includes your target at the bottom. So you'd say something like, 'Based on my research, I'm looking for a base salary in the range of one hundred twenty to one hundred forty thousand.' That way you anchor higher but leave room. Lucas: That's a classic strategy, and it works when you have good data. But there's a risk: if the company's budget tops out at one hundred twenty, your lower end might still be at their ceiling. Then they might think you're out of range. Alternatively, if you say the range is one hundred fifteen to one hundred thirty-five, you're giving them a clear target to hit. The key is to never give a single number — always a range, and make sure your target is at the lower end so you don't seem greedy. Luna: But what if the recruiter asks for a specific number upfront, like on the first phone screen? That's even trickier because you have less leverage. Lucas: Exactly. In the early stage, you want to avoid locking yourself in. You can deflect with something like, 'I'd be happy to discuss salary once we've both determined there's a good fit. Could you share the budgeted range for this role?' That turns the question back to them. Many recruiters will actually share a range if you ask professionally. And if they push, you can give a broad range based on market data — say, 'I'm looking in the range of one hundred to one forty thousand, depending on the total comp package.' That's wide enough to keep options open. Luna: I've also heard that some states now ban salary history questions, but they don't ban asking for expectations. So candidates without recent offers can feel at a disadvantage. Lucas: Right. But you don't need a recent offer to have a number. Use sites like Glassdoor, Levels.fyi, or the Bureau of Labor Statistics. For a marketing manager in, say, Chicago with five years of experience, the median base is around one hundred fifteen thousand. So if you anchor around that, you're credible. The mistake people make is giving a number that's too low because they're afraid of being rejected. But if you're under-market, the company will often say 'yes' quickly — and you'll regret it later. Luna: So it's better to err on the high side? But what about the risk of being rejected outright? Lucas: You have to be willing to walk away. But there's a nuanced middle ground. One technique is to say, 'I'm targeting roles in the one hundred twenty to one hundred thirty thousand range, but I'm open to discussing total compensation including bonus and equity.' That signals flexibility. And if they come back and say, 'Our range is one hundred to one hundred ten,' you can decide whether that's acceptable or not. But don't say 'I need one twenty' unless you truly won't take less. Luna: That makes sense. And what about when the employer asks about 'total compensation expectations' — should you include bonus and equity in your number? Lucas: That's a good question. Usually, when they say salary, they mean base. But if they ask for total comp, you might say, 'I'm looking for a total compensation package in the range of one fifty to one seventy thousand, with a base salary of around one twenty-five.' That separates the components. But only do that if you've researched typical bonus percentages and equity grants for that level. Luna: One more thing: what if the interviewer asks 'What's your current salary?' even though they shouldn't? Some states have banned it, but not all. Lucas: If you're in a state where it's legal, you still don't have to answer. You can pivot: 'I'd rather focus on the value I can bring to this role, and I'm sure we can find a number that works for both of us.' That's honest and professional. Or you can give a range that's ten to twenty percent above what you currently make, if you're comfortable. But I always recommend not revealing your current salary if you can avoid it — it anchors the negotiation below your potential. Luna: So the overarching takeaway is: prepare a researched range, practice deflecting early, and never be the first to name a number if you can avoid it. Lucas: Exactly. And the final piece: practice out loud. Say the lines to a friend or in the mirror. Because in the moment, it's easy to get nervous and blurt out a number you'll regret. Preparation builds confidence, and confidence is what gets you that extra five or ten thousand. Luna: Yeah, and you can always thank them for the offer and ask for a day to think it over. Never accept on the spot. Lucas: Great point. Now, if this episode helped you think through your approach to salary questions, it's exactly the kind of thing we hope you find valuable. And if it was worth a coffee to you, there's a link — buy me a coffee dot com slash fexingo — that's where listeners support the show. It keeps us ad-free and focused on content like this. Luna: Absolutely. And we appreciate everyone who chips in. It really does make a difference. Lucas: Alright, back to the negotiation. One final tip: if you get the job and they come in below your range, you can counter with specific data. Say, 'Based on market data for this role, I was expecting one hundred twenty. Could you meet me at one hundred eighteen?' That shows you're reasonable, but also that you know your worth. Luna: And sometimes the answer is no, but you can negotiate other things — sign-on bonus, extra vacation, a delayed start date. It's not just about base salary. Lucas: Right. So to sum up: research, prepare, deflect when needed, give a range, and negotiate with confidence. It's a skill, and like any skill, it improves with practice. Luna: Thanks for joining us on Interview Prep with Fexingo. We'll see you next time.