Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Answer the What Are Your Salary Expectations Question
Transcript
- Lucas: So you've aced every question in the interview. The hiring manager is nodding. You feel good. And then she says, 'And what are your salary expectations?' And suddenly the room gets really quiet. Luna: It's like a pop quiz you didn't study for. And the stakes are high — say too low and you leave money on the table, say too high and you might price yourself out. Lucas: Exactly. And what makes it tricky is that a lot of candidates think the goal is to name a number. But the real skill is in how you handle the conversation around the number. I want to walk through a specific case today — a marketing manager role at a mid-sized software company, around two hundred employees, based in Austin. Luna: Okay, I love a concrete example. What happened? Lucas: So the candidate — let's call her Priya — had done her homework. She knew the market range for that role in Austin was roughly ninety-five to one hundred fifteen thousand. She had five years of experience, strong portfolio. When the recruiter asked her expectations, she said, 'Based on my research and the scope of this role, I'm targeting a base salary in the range of one hundred five to one hundred fifteen thousand.' Luna: That's a smart range — not too wide, and it anchors toward the higher end of the market. Did it work? Lucas: It did, but not instantly. The recruiter came back and said the budget was capped at one hundred thousand. Now Priya had a decision. She didn't want to walk away, but she also didn't want to accept less than she was worth. Luna: So what did she do? Did she counter with something else, like signing bonus or equity? Lucas: Exactly. She said, 'I understand the budget constraint. Would you be open to a signing bonus of ten thousand to bridge the gap?' And the recruiter came back with a five thousand dollar signing bonus and a guaranteed performance review in six months. Priya took it. So her total first-year comp ended up at one hundred five thousand — right in the middle of her original range. Luna: That's a great example of being flexible without caving. She used a creative solution — the signing bonus — to get to a number she was happy with. Lucas: And she didn't just accept the first no. She paused, she proposed an alternative. But the key moment was before that — when she gave her range in the first place. She didn't say 'I need one ten' or 'I'll take whatever you offer.' She gave a researched range that showed she knew the market. Luna: So what's the biggest mistake people make when they get this question? I've heard candidates just blurt out a number because they're nervous. Lucas: That's the number one mistake — naming a single number too early. Once you put a number out there, it becomes the anchor for the whole negotiation. Even if you say 'one hundred thousand,' the employer might have been willing to pay one ten. But now they're thinking about one hundred. Luna: So what's the alternative? If they press you for a number, you can't just say 'I don't know.' Lucas: You can say something like, 'I'd like to better understand the full scope of the role and the total compensation package before I share a specific number. Based on what I know so far, I'm confident we can find a number that works for both of us.' That buys you time to gather more information. Luna: And that works — I've used that line myself. But sometimes the recruiter insists. They say, 'We need a range to move forward.' Lucas: Then give a range — but make it wide enough to give you room. Maybe ninety-five to one fifteen. And always frame it as 'based on market data and the responsibilities we've discussed.' That way, if the role turns out to be more senior than you thought, you can adjust upward. Luna: Right, and I think a lot of candidates worry that if they give a range, the employer will just pick the bottom number. But research shows that giving a range actually increases the likelihood of a higher offer, because it signals you know what you're worth. Lucas: There's a great study from Columbia Business School that found that candidates who stated a salary range received offers that were, on average, eight to ten percent higher than those who named a single number. The range signals flexibility but also anchors expectations. Luna: So it's not just about the number — it's about the psychology of the conversation. Let's talk about another tricky scenario: what if they ask you about your current salary? That's banned in a lot of states now, but some employers still ask. Lucas: If you're in a jurisdiction where it's legal, you can pivot. Say something like, 'I'd rather focus on what this role is worth based on the market, rather than what I made previously. I'm looking for a role that compensates fairly for the skills and experience I bring.' If they push, you can give a range based on market research, not your current pay. Luna: And if they won't budge? I've had listeners write in saying the recruiter just kept asking and they felt pressured. Lucas: If they're that insistent, it might be a red flag about the company culture. But in practice, you can say, 'My current salary isn't relevant to this conversation because the roles are different. Let's talk about what a fair offer looks like for this position.' If they still won't move on, you might decide to share a number — but make it a number you'd be happy with, not your actual salary. Luna: That's a good point — you're in control of what you share. And speaking of control, I want to circle back to something you said earlier about the importance of research. What's the best way to find accurate market data these days? Lucas: I like to use multiple sources. Levels.fyi is great for tech roles. Glassdoor and LinkedIn have salary tools, but they can be skewed by self-reported data. For more traditional industries, professional associations often publish compensation surveys. And don't forget to factor in location, company size, and your specific experience level. Luna: And talk to people in your network. I've found that a quick coffee chat with someone in a similar role at a target company can give you intel you won't find online. Lucas: Absolutely. Okay, so we've covered a lot. Let's put together a quick framework for listeners. Step one: research the market thoroughly before the interview. Step two: if asked, try to defer until you have more information. Step three: if you must give a number, provide a researched range. Step four: if they come back lower than your range, explore creative options like signing bonus, equity, or a performance review timeline. Luna: And step five: remember that negotiation is a conversation, not a confrontation. The goal is a win-win. Lucas: You know, this kind of practical advice — knowing how to handle high-stakes moments in an interview — is exactly why we love making this show. And if it's helped you think through a career move or a tough conversation, that means a lot to us. Luna: Yeah, we hear from listeners who say these episodes gave them the confidence to ask for what they're worth. And this show stays ad-free because of listeners like that who choose to support us. Lucas: If you've gotten value from Interview Prep with Fexingo and want to help us keep making it, you can support the show at buy me a coffee dot com slash fexingo. It's a simple way to chip in, and it really helps. Luna: Completely optional, of course. We're just grateful you're here. Now, back to salary expectations — one more thing I want to touch on: what if you're early in your career and don't have a lot of data points? Lucas: Good question. If you're a recent grad or switching industries, you can rely on entry-level ranges from the same sources. And you can lean more heavily on the 'I'm flexible based on the total package' approach. Your leverage is lower, so you want to keep the conversation open. Luna: And what about the timing? When in the interview process should you expect this question? Lucas: Ideally, it comes after they've decided you're a strong candidate — late in the process, maybe after a final round. If they ask early, in the first phone screen, it's often just to check if you're in the same ballpark. You can give a broad range then and save specifics for later. Luna: Alright, I think we've given listeners a solid playbook. Any final thoughts, Lucas? Lucas: Just one: don't underestimate the power of a pause. When you're asked about salary, take a breath. It gives you a moment to think and it signals confidence. You're not a deer in headlights — you're a professional having a business conversation.