What Are Your Salary Requirements Job Interview
Table of Contents
- Introduction
- Why Employers Ask About Salary Requirements
- Foundations: How to Work Out Your Salary Requirements
- Three Effective Response Strategies (and When to Use Each)
- Scripts and Phrases That Work — Exact Language You Can Use
- Common Mistakes and How to Avoid Them
- Negotiation Tactics That Work — Structure & Timing
- The Negotiation Framework I Use With Clients
- Two Practical Lists: Answer Approaches and Negotiation Checklist
- Special Considerations for Internationally Mobile Professionals
- How to Prepare Practically — Documents, Tools, and Practice
- Realistic Sample Scenarios and Rehearsal Exercises
- Handling Tricky Situations
- After You Accept: Confirm and Plan
- When to Walk Away
- Bringing It Together: The Inspire Ambitions Roadmap
- Resources and Tools To Use Right Now
- Final Checklist Before Any Salary Conversation
- Conclusion
- FAQ
Introduction
You’ll almost certainly face a direct or indirect question about pay during the hiring process: “What are your salary requirements?” How you answer that single question can shape whether you move forward, the strength of your offer, and how confident you feel about negotiating the total compensation package — especially if your career and lifestyle goals extend beyond a single city or country.
Short answer: Prepare a researched, defensible salary range that reflects market rates, your financial baseline, and the unique value you bring. Frame it around total compensation, remain flexible but firm on your minimum acceptable number, and use the discussion to demonstrate professionalism and added value rather than uncertainty. If you need tailored support to build that range or rehearse your scripts, book a free discovery call with me to create a personalized roadmap.
This article explains why employers ask about salary requirements, how to calculate a range you can defend, practical phrases and scripts to use at each stage of the process, and negotiation techniques that work for both local and internationally mobile professionals. I’ll also integrate a practical framework you can apply immediately, tools to track offers, and exercises to build confidence so salary conversations no longer feel like a guessing game. My approach blends career development with global mobility realities — what a move, a relocation allowance, or cross-border tax implications mean for what you should ask for.
Why Employers Ask About Salary Requirements
The employer’s perspective
When an interviewer asks your salary requirements, they are checking three things at once: budget alignment, seniority fit, and negotiation readiness. Hiring managers must balance headcount budgets, internal equity, and market competitiveness. Your answer helps them determine whether continuing the process is worth their time and whether they need to adjust internal expectations.
What your answer signals about you
Your response communicates how well you understand your market value, how you prioritize compensation within the role, and whether you’ve prepared. A well-researched, concise answer signals professional maturity; a vague or wildly off number risks signaling a lack of market insight or misaligned expectations.
Legal and cultural nuances
A note on compliance: some jurisdictions restrict employers from asking about salary history. They can, however, ask about your salary expectations. For globally mobile professionals, cultural norms vary widely — in some countries, compensation is negotiated openly; in others, it’s taboo to volunteer numbers early. I’ll show how to handle both scenarios.
Foundations: How to Work Out Your Salary Requirements
Start with market research
Begin by building a market map for your role. Use salary reports, local job boards, and role-specific salary tools to find ranges for your title, experience level, industry, and city. For international moves, adjust figures for local purchasing power and tax regimes rather than just converting currencies.
Identify three anchors: median, low (25th percentile), and high (75th percentile). These anchors help you choose a practical range and give you evidence to justify your ask.
Calculate your personal baseline
Your bottom line isn’t emotional — it’s financial. Work out a monthly and annual baseline that covers fixed costs (housing, transportation, taxes), essential savings goals, and any relocation or expatriate expenses. Include one-time or recurring costs that often come with international roles: visa fees, temporary accommodation, shipping household goods, and cross-border tax advice.
Translate value into numbers
Identify measurable achievements and specialized skills that justify moving toward the higher end of your market range. Quantify outcomes (revenue generated, processes improved, headcount managed) and map them to what the employer values. This helps you explain why the figure you give is realistic and not arbitrary.
Determine your strategy (walk-away point, flexible band, ideal target)
Set three points before the interview: your walk-away minimum, your realistic middle (what you’d accept to sign), and your ideal target. Keep these private. Publicly, present a tight range that places the employer in the ballpark of what you want while leaving room to negotiate.
Three Effective Response Strategies (and When to Use Each)
Choose only one strategy per conversation depending on timing and what you already know about the role.
- Defer and learn first
- Discuss total compensation
- Give a tight, research-backed range
Below is a short breakdown of when to use each approach and sample language.
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Defer and learn first: Use this in early-stage screenings or when the scope of the role is unclear. Example: “I’d like to learn more about the responsibilities and the team before I give a number — could you share the budgeted range for the role?” This flips the question back while signaling that your figure will be based on alignment, not a shot in the dark.
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Discuss total compensation: When perks, bonuses, and mobility benefits matter, broaden the conversation beyond base salary. Example: “I’m looking at the total package — base pay, bonuses, relocation support, and benefits. Could we talk about how the company typically structures compensation for this role?” This is essential for globally mobile hires where cost-of-living adjustments, housing stipends, or tax equalization matter.
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Give a tight, research-backed range: After you’ve learned the scope or when pushed for a number, offer a narrow range anchored by market research. Example: “Based on market data for this role in [city] and my background delivering [specific outcome], I’m targeting $X–$Y.” Keep the range narrow (about 5–10% spread) to show you’ve done your homework.
Scripts and Phrases That Work — Exact Language You Can Use
Early-stage screenings
- “Before I share a specific figure, could you tell me the budgeted range for this role?” — polite and flips the question.
- “I prefer to base my expectations on the responsibilities and the full compensation package. Could you share a little more about the role?” — positions you as role-first, salary-second.
When asked directly and it’s late in the process
- “Given the responsibilities and the outcomes I’d drive, I’m targeting $X–$Y. That range reflects the market in this location and my track record in [skill/metric].”
- “I’m looking for a role that pays between $X and $Y, and I’m flexible depending on the total package and growth opportunities.”
When employer gives a range and asks if you’re comfortable
- “That range is at/near the lower end of what I had in mind. I’d like to discuss the role in detail and see whether there’s flexibility in base pay or total compensation.”
- “That’s a helpful starting point. Based on my experience, I believe $X would be appropriate, but I’m open to structuring a package that works for both sides.”
For global mobility situations
- “For an international move, I factor in relocation support, housing stipends, and tax services. If those are provided, a base salary in the range of $X–$Y would be appropriate for the location and level.”
- “Given potential cross-border tax implications and temporary housing costs, I’d expect the package to include either a relocation allowance or an adjusted base to account for those expenses.”
Common Mistakes and How to Avoid Them
Mistake: Giving a single number too early
Stating a single figure destroys flexibility and locks you into the interviewer’s frame. Offer a narrow range instead.
Mistake: Under-researching market rates
Not knowing local benchmarks hurts credibility. Use multiple data sources, adjust for location, and factor in specialized skills.
Mistake: Talking only about base salary
Total compensation includes bonuses, equity, benefits, PTO, relocation, and professional development allowances. Ask clarifying questions before reacting.
Mistake: Accepting the first offer impulsively
Even if excited, ask for time to review and compare. Offer evaluation time and use the break to prepare a counter if you need one.
Mistake: Forgetting long-term value
Consider career trajectory, promotion cadence, learning opportunities, and mobility support when comparing offers. A slightly lower salary can be offset by accelerated career growth or international exposure.
Negotiation Tactics That Work — Structure & Timing
The right stage to negotiate
Base salary negotiation is most effective after a verbal offer but before you sign. If you negotiate too early, you may be limited; too late, and you risk losing leverage.
Use a layered negotiation approach
Start with base salary, then move to bonuses, then to benefits and mobility support. If the employer can’t move on base, they might be able to sweeten the package with a signing bonus, extra vacation, or a guaranteed review in six months.
Ask for specifics and confirm numbers
When a manager says “we can be flexible,” ask what that looks like concretely: an increased base, a sign-on bonus, equity percentage, relocation stipend, or remote work allowance.
Use objective data in your ask
Frame requests around benchmarks: “Market data for similar roles in [city] shows a median of $X, and my experience delivering [metric] justifies positioning me at the higher end.”
Dealing with a “no”
If there’s no flexibility now, ask for a review timeline: “If we agree to the current offer, can we set a performance review at six months with a salary adjustment based on agreed goals?” That secures a future window for increase.
The Negotiation Framework I Use With Clients
I coach clients using a predictable four-step framework: Research, Anchor, Justify, Close.
Research: Gather market data and your personal baseline.
Anchor: Give a narrow range tied to that data.
Justify: Use quantifiable achievements to explain the figure.
Close: Make a clear next move request (e.g., ask for a written offer or a performance review date).
This framework ensures you are persuasive without being confrontational, and it’s especially effective for professionals relocating internationally where multiple compensation elements are negotiable.
Two Practical Lists: Answer Approaches and Negotiation Checklist
- Three proven answer strategies to have at the ready (use one per conversation):
- Defer and ask for the employer’s range.
- Discuss the full compensation package rather than base pay alone.
- Offer a tight range anchored by market research and personal results.
- Salary negotiation checklist to use after receiving an offer:
- Confirm base salary, bonus structure, equity, and benefits in writing.
- Ask about relocation support, housing allowances, and tax assistance if moving abroad.
- Request a clear performance review timeline for raises/promotions.
- Evaluate non-cash benefits (PTO, professional development, flexible work).
- If you accept, get the final offer in writing and confirm start date and onboarding details.
(These two lists are the only lists in this article, designed to be concise and action-focused.)
Special Considerations for Internationally Mobile Professionals
Cost-of-living and purchasing power
Don’t simply convert your current salary into the new country’s currency. Account for housing, schooling (if applicable), healthcare costs, and local taxes. Tools that adjust for purchasing power can help, but supplement them with local market data and expatriate communities’ insights.
Taxation and net income
Some international packages appear generous on paper but have significant tax implications. Ask whether the employer offers tax-equalization, gross-up for relocation, or connects you with cross-border tax advisors. Your net pay and post-tax lifestyle are what matter most.
Relocation support and benefits
Negotiate items that reduce out-of-pocket relocation costs: temporary housing, shipment of household goods, visa support, school search assistance, and a relocation allowance. These can be equivalent to several months’ salary and are often more negotiable than base pay.
Currency risk and contract terms
If compensation is paid in a foreign currency or has variability due to exchange rates, ask about protection mechanisms or salary reviews to account for significant currency shifts.
How to Prepare Practically — Documents, Tools, and Practice
Create a compensation brief
Draft a one-page compensation brief that includes your market research, your three anchors (walk-away, target, ideal), and succinct evidence supporting your ask. Use that brief to rehearse and to share with a hiring manager if asked for numbers in writing.
Resume, cover letter, and templates
Make sure your application documents present measurable outcomes and responsibilities clearly. If you’re looking to polish these materials, you can download free resume and cover letter templates to speed the process and ensure you present a results-focused narrative that supports your salary target. These templates are designed to help you showcase achievements that justify a stronger compensation position.
(That link above will take you directly to a set of ready-to-use documents you can adapt in less than an hour.)
Practice scripts with a trusted partner
Role-play the salary conversation, including pushback scenarios. Practicing helps you keep tone and posture confident and prevents defensiveness when an interviewer challenges your range.
Track offers and counteroffers in a simple spreadsheet
Create columns for base salary, bonus, equity, benefits, PTO, relocation, tax support, start date, and other notes. Use the spreadsheet to compare offers objectively, not emotionally.
Leverage targeted training
If you want structured practice and an evidence-based method to build confidence and negotiation skills, consider a career-focused program that walks you through scripts, exercises, and live coaching modules to boost clarity and convert confidence into better offers. A focused, self-paced course can provide a repeatable process you use across interviews and negotiations.
Realistic Sample Scenarios and Rehearsal Exercises
Below are practice exercises you can role-play. Each one focuses on a common interview moment and the mechanics you can use to remain in control.
Exercise A: Screening call — employer asks “What are your salary expectations?”
- Goal: Avoid locking in a number while encouraging the employer to reveal their range.
- Script: “I’m focused on finding the right fit. Could you share the budgeted range for this role so I can confirm whether my expectations align?”
Exercise B: Hiring manager asks for a specific number mid-process
- Goal: Provide a research-backed, narrow range that positions you strategically.
- Script: “Given the responsibilities we’ve discussed and market data for similar roles in this region, I’m targeting $X–$Y.”
Exercise C: Offer received below your range
- Goal: Ask for improvement and show flexibility.
- Script: “Thank you for the offer. Based on the role’s scope and my experience in [specific outcome], I was targeting $X. Is there room to adjust the base, or could we discuss a signing bonus or an early performance review tied to compensation?”
Practice these aloud until they feel natural. Keep the language friendly, assertive, and brief.
Handling Tricky Situations
When they ask for salary history
If asked for salary history — and local law permits it — you can redirect: “I prefer to focus on the range I’m seeking for this role, which is $X–$Y, based on market comparators and the responsibilities we’ve discussed.”
When your number is higher than their budget
If your target exceeds the employer’s budget, explore creative solutions: phased salary increases, guaranteed performance reviews, sign-on bonuses, or remote/hybrid splits that reduce your cost of living. If the budget absolutely won’t move, you must decide whether the role’s non-monetary benefits justify accepting less.
When a hiring manager pressures you to accept faster than you’re comfortable
Always ask for time. A professional response like “I’m excited by the offer — may I take 48 hours to review it so I can respond thoughtfully?” is reasonable and often expected.
After You Accept: Confirm and Plan
Once you accept a verbal offer, request a written contract that details all components discussed. Review start dates, probation periods, benefits enrollment dates, and any agreed-upon future review timelines for compensation.
If you’ve negotiated a future review, prepare a three-to-six month goals plan linked to measurable outcomes that justify the raise. Document expected deliverables and metrics and request that these be included in your onboarding or the offer letter.
When to Walk Away
Walking away is not failure; it’s a strategic decision. Decline when the offer falls below your walk-away minimum, when the employer is inflexible on critical mobility or support items, or when the role’s trajectory doesn’t match your career roadmap. Use the interview experience as leverage for future opportunities — politely decline and leave the door open for later conversations.
Bringing It Together: The Inspire Ambitions Roadmap
My coaching philosophy blends career strategy with real-world mobility considerations. The roadmap I work through with clients has three pillars: Clarity, Confidence, and Negotiation Planning.
Clarity: Clearly document your desired location, lifestyle needs, and career level expectations. This grounds your salary range in reality.
Confidence: Build language, rehearsal, and evidence that demonstrates your value without sounding defensive. Training and structured practice improve outcomes. If you want a guided sequence of exercises that build this confidence, the structured career-confidence training I recommend provides a repeatable process to approach these conversations with authority. (Link below connects to a self-paced program designed to build clarity and negotiation skills.)
Negotiation Planning: Use a written brief, a spreadsheet to compare offers, and a checklist to ensure you negotiate the elements that matter most for your global life.
If you prefer tailored, one-on-one planning to build a negotiation playbook customized to your career and mobility goals, you can book a free discovery call with me to create a focused plan that fits your timeline and relocation needs.
Resources and Tools To Use Right Now
- A one-page compensation brief template you can adapt quickly.
- A comparison spreadsheet to evaluate competing offers across base pay, bonuses, equity, and mobility support.
- Downloadable resume and cover letter templates to ensure your application materials highlight measurable impact and support a higher ask.
If you need any of the above documents to get started, download the set of free resume and cover letter templates to refine your story and justify stronger salary expectations. For structured training that combines role-playing, evidence building, and negotiation scripts, consider enrolling in a self-paced career confidence program that walks you through practical modules to strengthen your positioning.
Final Checklist Before Any Salary Conversation
- You have market data for your role and location.
- You know your walk-away number and your ideal target.
- You’ve prepared a one-line justification for your ask using measurable outcomes.
- You have practiced scripts for early, mid, and late-stage conversations.
- You have a spreadsheet ready to compare offers objectively.
- For relocation roles, you have a checklist of mobility costs and desired support.
Conclusion
Answering “what are your salary requirements?” is about preparation, clarity, and confident communication. Know your market, define your personal baseline, frame your asks around total compensation, and rehearse concise language that positions you as an informed candidate. For globally mobile professionals, account for relocation costs, tax implications, and long-term career mobility when you set expectations.
If you want a clear, personalized roadmap to prepare for salary conversations and negotiate compensation that supports your career and mobility goals, book a free discovery call with me today and we’ll create a step-by-step plan that gets results.
FAQ
How specific should my salary range be?
Keep the range narrow — typically a spread of about 5–10% — so you appear researched and confident. Wider ranges reduce your leverage; a single number removes flexibility.
Should I include relocation and tax considerations in the initial range?
Mention them when the role involves international mobility. Ask whether the package includes relocation support, housing stipends, or tax assistance before committing to a number. If those items aren’t provided, factor them into your baseline.
What if the employer asks for my salary requirements on an application form?
If the field allows text, write “Negotiable” or provide a researched range. If they require a numeric entry, use a tight range backed by market research that keeps you in the conversation.
Is it okay to ask for time to consider an offer?
Absolutely. Request 24–72 hours to review the written offer; this gives you time to compare and prepare a counteroffer if needed.
