What Salary Should I Ask For?

A Practical Guide for Job Seekers and Applicants

One of the most stressful parts of applying for a new job—or filling out an application—is the dreaded salary question. Whether the form asks “What are your salary expectations?” or a recruiter casually drops “What range are you looking for?” in a conversation, it can feel like a trap. Ask for too much, and you risk pricing yourself out. Ask for too little, and you may leave thousands of dollars on the table.

The good news: determining a reasonable, strategic salary expectation is easier when you break the process into clear steps. This guide walks you through how to calculate an appropriate salary request, what factors matter most, and how to communicate your expectations confidently and professionally.

1. Why Employers Ask About Salary Expectations

Before deciding what number to provide, it helps to understand why employers ask.

1. They have a budget

Every role has a compensation band. Asking you early helps them confirm you’re not wildly outside what they can pay.

2. They want to gauge your seniority

Experienced applicants usually ask for more. Your answer provides insight into how you perceive your skill level.

3. They want to assess negotiation skills

Salary negotiation is a form of professional communication. Your response shows confidence, preparation, and self-awareness.

4. They want to avoid wasted time

If you’re expecting $120,000 and the role tops out at $80,000, better to discover that early.

Understanding these motivations can help you frame your response strategically rather than emotionally.

2. Step-by-Step: How to Determine the Salary You Should Ask For

Here is a practical process you can use for any job application.

Step 1: Research the market rate

This is the biggest mistake job seekers skip. To determine a realistic salary expectation, you need data, not guesses.

Start by checking:

• Salary ranges on job boards: Indeed, LinkedIn, Glassdoor, ZipRecruiter

• Industry salary reports: Robert Half, Payscale, Dice (for tech roles)

• Government databases: U.S. Bureau of Labor Statistics or your country’s equivalent

When researching:

• Look for specific titles, not broad categories.

• Adjust for location, especially if the role is remote but tied to a local market.

• Check the range (low, median, high)—don’t use a single number.

Example:
If salary research shows the role pays $65,000–$85,000 in your region, that range becomes your baseline.

Step 2: Factor in your experience and skills

Think of where you fall within the market range:

• Entry-level or gaining new skills? Aim toward the lower-middle of the range.

• Solid experience and industry tenure? Target the mid-to-high end.

• Specialized skills, certifications, or leadership experience? You may justify the top of the range or even exceeding it.

Try assigning yourself a position:
Are you a beginner, proficient, advanced, or expert for this specific job?

Your experience relative to the job description matters more than your total work history.

Step 3: Consider the company type

Different organizations pay differently for the same job title.

• Startups may offer lower salaries but more equity.

• Large corporations tend to pay higher salaries with better benefits.

• Nonprofits often have tighter budgets.

• Government roles usually have predictable salary bands.

Adjust your expectations accordingly. For example, the same “Project Manager” title might vary by $20,000–$40,000 depending on the employer type.

Step 4: Define your personal salary floor

This is the lowest compensation you should accept, based on your:

• Cost of living

• Desired lifestyle

• Debt or financial obligations

• Short- and long-term goals

• Emotional energy and effort required by the job

• Benefits required (health insurance, parental leave, PTO, etc.)

Ask yourself:
“What is the minimum number where I would still feel satisfied and not resentful?”

This number is not something you tell employers, but it anchors your negotiation.

Step 5: Decide whether to give a number at all

Sometimes the safest strategy is to avoid giving a fixed number until you understand the job fully. That said, some applications force you to enter a number.

Use this rule:

• If asked on an application → Provide a range.

• If asked in an interview early → Use a deflection plus a range.

• If asked after details are clear → Give a more specific target.

(Examples appear later in the article.)

3. What Salary Range Should You Give?

Once you complete the steps above, you can calculate your target range.

A simple formula:

Market median + experience adjustment = your asking range

Example:

• Market range for a UX designer: $90,000–$115,000

• You have 5 years of directly relevant experience

• You feel you land around the 70th percentile

Your range might be:

$105,000–$120,000

Notice that the top of your range is slightly above what you want. This gives you negotiation room.

4. How to Phrase Your Salary Expectations Professionally

Your wording can influence the tone of the negotiation.

When asked on an application

Use a clear, flexible range.

Example:

“My salary expectation is in the range of $80,000–$90,000, depending on overall compensation and benefits.”

This communicates preparation, but also openness.

When asked early in the interview process

Use a combination of confidence and deflection.

Example:

“Based on my research and experience, I expect a range of about $95,000–$110,000, but I’d love to learn more about the responsibilities before settling on a firm number.”

This prevents premature anchoring.

When asked after duties are clarified

Now give a more specific target.

Example:

“Given the scope of the role, I believe $120,000 is a fair and competitive salary, though I’m open to a broader discussion about the total compensation package.”

When you truly don’t know yet

If the description is vague or the role is new to you:

“I’m still learning about the position’s responsibilities, so I don’t want to give an unrealistic number. Could you share the range budgeted for this role?”

This shifts the responsibility back to the employer—sometimes they’ll reveal the entire range.

5. How High Is Too High? How Low Is Too Low?

Too high:

• More than 20–30% above the market range

• Significantly above what the company pays similar roles

• Based solely on your personal needs rather than job value

Asking a little high is fine—asking wildly high makes you look uninformed.

Too low:

• Below the market minimum

• Matches your current low salary (never use your old salary as your benchmark)

• Makes you feel uneasy or undervalued

If you answer “below market,” some employers might exploit that.

6. Should You Inflate Your Asking Salary?

Yes—slightly, but strategically.

Most job offers are negotiated, and employers assume you built in some cushion.

A healthy buffer is 5–15% above your true target.

Example:
If you want $90,000, ask for $95,000–$105,000.

Avoid anything extreme (30%+), which signals inexperience or unrealistic expectations.

7. What If the Employer Throws Out a Range First?

Great—this gives you an advantage.

If the range aligns with your expectations:

“That range works for me. Based on my background, I’d likely aim for the higher end, but I’m open to discussion.”

If the range is too low:

“Thank you for sharing. My target range is a bit higher—around $75,000–$85,000. If there’s flexibility or additional benefits that could close the gap, I’d be happy to continue the conversation.”

Don’t panic if the range is low—often it’s a soft number.

8. Understanding Total Compensation (More Than Just Salary)

Salary is only one part of your compensation. You may accept a slightly lower salary if other elements make up the difference.

Consider:

• Bonuses (annual, performance, signing)

• Equity or stock options

• Health insurance quality

• PTO and paid holidays

• Remote or hybrid options

• Retirement contributions

• Education reimbursement

• Career growth opportunities

Sometimes a job with a lower salary but excellent benefits is worth more in the long run.

9. Tips for New Graduates or Career Changers

If you’re entering a new field, salary expectations can feel confusing.

For new graduates:

• Focus on the market entry-level rate, not your previous part-time earnings.

• Emphasize relevant internships, coursework, or projects.

• Ask for a range in line with similar roles in your region.

For career changers:

• Expect to land slightly lower in the range initially.

• Highlight transferable skills to justify the higher end of early-career pay.

• Avoid significantly underpricing yourself—mid-career talent is valuable.

10. Common Mistakes to Avoid

❌ Giving a single number too early

You lose negotiating flexibility.

❌ Listing your current salary

It’s irrelevant and often lower than what the new job pays.

❌ Providing a number without research

Employers can immediately tell.

❌ Apologizing for your expectations

Never say “Sorry, but…”—you’re not doing anything wrong.

❌ Setting your expectations based on fear

Avoid lowballing because you’re afraid of rejection.

11. Realistic Salary Expectation Examples by Situation

Here are quick templates for different circumstances.

If you're confident in your market value

“My expectation is in the $70,000–$82,000 range, depending on the total compensation package.”

If you want more information

“From what I understand so far, I’d expect something around $95,000, though I’d like to learn more before giving a firm number.”

If the job is a stretch role

“Given my transferable skills, I believe a salary around $60,000–$70,000 would be appropriate.”

If the job is very close to your last position

“Based on my previous role and the industry market rates, I’m targeting $110,000–$120,000.”

If the range is significantly lower than expected

“That range is below my target, which is around $85,000. If there’s flexibility in budget or benefits, I’m open to discussing.”

12. Final Advice: Stay Confident and Professional

The salary question doesn’t have to feel intimidating. With the right preparation, you can answer confidently and strategically.

Remember:

• You are not asking for a favor.

• Compensation is a business decision, not a personal judgment.

• Employers expect negotiation.

• Market data is your ally.

When you know your worth—and can communicate it calmly—you increase your chances of landing both a job you want and a salary that reflects your value.