WCT #99: Say This When Asked About Pay in an Interview
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When a recruiter or hiring manager asks, “What are your compensation expectations?”, most candidates freeze. It’s one of the few interview questions that feels like a trap, and in some ways, it is. Say too much, and you risk lowballing yourself. Say too little, and you might seem evasive or uninformed. The result? Stress, second-guessing, and missed opportunities.
But here’s the truth: you can get ahead of this question and use it to your advantage. Done right, your response can reinforce your value, signal your professionalism, and buy you the time you need to gather more intel. Below are six practical and powerful strategies I teach my clients to help them handle the salary conversation with confidence and control.
1. Salary transparency laws work to your advantage.
Many companies include salary or compensation ranges in their job posts because they’re mandated by law. Or they do it just because they believe it’s good practice. If you’ve seen the estimate or range for pay for the role, you can say something like “I’ve seen the compensation information in the spec, and based on that, it’s worth having a conversation.” This signals your expectations aren’t way out of whack with the company’s. At the same time, you’re not specifically agreeing on a figure.
2. Defer the conversation early in the process.
If you weren’t provided with a sense of the compensation, resist the urge to answer directly. You haven’t even learned enough about the job yet. Say something like, “I’d like to understand more about the scope of the role and how I’d be contributing before I can assess the right number.” This doesn’t just protect you from going too low or high, it reinforces that you care about fit and impact, not just pay. Strong candidates don’t rush into numbers. They approach compensation as one part of a larger decision. And you’ll be in a stronger position to negotiate if they get to know you better and desire you as a hire.
3. If they don’t want to defer the conversation, put the ball back in their court.
If they haven’t published numbers, your first move should be to politely and professionally deflect the request. “You’ve hired for this role before. What’s the typical salary range for someone in this position?” This isn’t dodging the question. It’s gathering data. Whoever names a number first risks anchoring the negotiation in the wrong place. Let them go first. Often, they have a range budgeted. If they share it, you can then react strategically. This approach signals that you’re informed and not desperate, and that you view compensation as a conversation, not a demand.
4. If they STILL press you for an answer, give a range, not a number, and choose your floor carefully.
They may press you for an answer. If you must give a number, always provide a range. But here’s the nuance: your bottom number will likely become the anchor. If you say $220K to $240K, don’t be surprised if you get offered $220K. So set your range with that in mind. Choose a low end that’s above your true minimum, a figure you’d be happy to take. Do your homework beforehand using sites like Glassdoor, Levels.fyi, Payscale, and Salary.com, and talk to trusted peers in the industry.
5. Remember that compensation includes more than base salary.
Too many candidates focus solely on base pay when evaluating offers. But there’s often more on the table: annual bonuses, stock options or equity grants, profit sharing, 401(k) matching, sign-on bonuses, relocation stipends, professional development allowances, and even vacation time. These “non-salary” items can have real economic value. So when asked about compensation, it’s fine to say, “I’m looking for a total compensation package that reflects my experience and the value I can bring.” That framing gives you more flexibility and room for negotiation.
6. Practice these responses until they feel natural.
Scripting your response isn’t enough. You need to rehearse it. Record yourself. Role-play with a friend. Better yet, work with a coach who can throw you curveballs and push you to refine your delivery. Because when the question hits in a real interview, you’ll need to stay calm, confident, and conversational, not robotic or defensive. A smooth answer shows you’re comfortable talking about money (a professional skill in its own right) and that you’ve done your preparation. Like any tough question, this one gets easier the more you practice.
The Bottom Line
Here’s what too many candidates forget: you don’t have to play defense. Compensation is a negotiation, not a quiz. Your job isn’t to “get it right” with one perfect number. It’s to open a dialogue that reflects your value, your priorities, and the reality of the market. The more you know about how companies approach compensation, the more you can steer the conversation strategically.
And don’t overlook what your tone communicates. When you respond with poise and professionalism, you’re not just protecting your wallet, you’re showing the employer that you understand your worth, that you know how to negotiate, and that you’re someone who can advocate effectively. In most jobs, those are highly valued traits. Use this question to demonstrate them.
If you’ve been burned before or walked away wondering if you left money on the table, you’re not alone. But you can get better at this. You can practice, prepare, and learn to treat the pay conversation like the opportunity it is, not a hurdle to dread.
I help people land amazing jobs fast and manage their career journeys through coaching and advising. I also transform resumes and LinkedIn profiles to attract more interviews and offers. Learn more about my career coaching and contact me or request a free 15-minute Career Solutions Call.