Being asked about salary expectations early in the hiring process is one of the moments that makes candidates freeze. I’ve been on both sides of the table — screening applications and coaching clients — and I know this feels like a test. The good news is you don’t have to treat it as a trap. With a few pragmatic phrases and a clear mindset, you can protect your negotiation power while keeping the conversation professional and constructive.
Why your early answer matters (and why it doesn’t have to define the outcome)
Early salary discussions often shape a recruiter’s mental shortlist. However, an initial figure is not a binding contract. I always tell clients: your first step is to avoid anchoring yourself too low or inflating expectations without data. Recruiters want to know you’re in the right ballpark. Hiring managers want to see realistic expectations. You can satisfy both without giving away leverage.
Decide your approach before the interview
Before you speak to anyone, do this short prep:
When I help clients set these numbers, I focus on the total reward and the role’s growth potential. That way, you can respond confidently if asked early on.
Neutral, professional phrases to buy time
When a recruiter asks “What are your salary expectations?” and you want to avoid committing, use a neutral deflection that keeps the conversation open. Try one of these:
Each of these signals you’re thoughtful and market-aware without locking yourself into a number. In my experience, many recruiters will reveal the hiring range if you ask; that’s exactly what you want.
How to answer when pushed for a number
Sometimes a recruiter insists. If you must give a figure, give a range rather than a single amount — and make the bottom of that range your real minimum. For example:
This does three things: it shows you’ve researched market rates, it leaves room for negotiation, and it sets an anchor that reflects your true minimum.
Protected phrases that keep bargaining power
Use language that preserves future flexibility. These phrases work well at early stages:
I often coach clients to add a micro-justification: “based on similar roles I’ve seen in London/Leeds/remote” — this demonstrates evidence-based expectations and makes the number look realistic.
Scripts for common scenarios
Here are short scripts you can adapt. Say them calmly and confidently.
Handling salary history questions (UK context)
In the UK, employers sometimes ask for salary history. This can anchor you unfairly. You don’t have to disclose exact past numbers. Options I recommend:
If you’re in a regulated sector where disclosure is expected, be prepared with a factual summary and pivot immediately to your desired range and the value you bring.
When to accept a salary range the employer gives
If the recruiter shares a band and it matches or exceeds your target, respond positively but still ask about the full package and progression. Example:
This confirms alignment and lets you compare like-for-like with other offers.
Use benefits as negotiation levers
Salary isn’t the only currency. I encourage clients to prioritise what matters: more holiday, flexible hours, training budget, or a sign-on bonus can all bridge a gap. If an offer falls short, propose a trade:
Recruiters often have flexibility here, especially for hard-to-fill roles.
Final practical tips
Answering salary questions early doesn’t have to be stressful. With a little preparation, a few protective phrases and a focus on total reward, you can navigate early salary conversations confidently and keep your negotiation power intact.
