It usually shows up earlier than people expect — sometimes on the application itself, sometimes in the very first recruiter screen, well before you've had a real conversation about the role. And the instinct in that moment is to either blurt out a number to move past the discomfort, or freeze entirely.
Neither is necessary. Here's how to handle it deliberately.
Why This Question Is Tricky
Whoever names a number first tends to lose a little leverage. Name too low, and you may lock yourself into a lower offer than the role would have paid. Name too high, before you've built your case, and you risk being screened out early over a number that could have been negotiated later once they wanted you specifically.
Do the Research Before You're Asked
Don't wait for the question to start figuring out your number. Research market rate for the role, your experience level, and the specific location or remote-work arrangement before you ever apply. Walking in with a researched range is the difference between an answer that sounds confident and one that sounds like a guess.
Give a Range, Not a Single Number
"I don't really know, whatever you think is fair."
"Based on my research and experience, I'm targeting a range of $[low] to $[high], though I'm open to discussing the full package once we're further into the process."
A range of roughly 10 to 15 percent between the low and high end is usually specific enough to be useful to the employer, while still leaving you room to negotiate once you know more about the role and the full offer.
Delaying the Question — Politely, Not Evasively
1Early in the process
"I'd love to learn more about the role and scope before landing on a specific number — could we come back to compensation once we're further along?" This works well in an initial screen, before you have enough context to give a well-informed answer.
2When pressed for a number anyway
If they push, have your researched range ready rather than repeatedly deflecting — persistent deflection can start to read as evasive rather than strategic.
What to Avoid Saying
Anchoring to your current salary instead of market rate. What you're paid now may have little to do with what the new role is actually worth — anchor to the role, not your history.
Giving a number with no research behind it. A guess is easy for a recruiter to lowball against later in the process.
Refusing outright with no explanation. A flat refusal can come across as evasive; a polite deferral or a range achieves the same goal more smoothly.
Naming a range so wide it says nothing. "$50,000 to $150,000" signals you haven't done the research, not that you're flexible.
Treating this answer as final and unchangeable. This is a starting point in the conversation, not a binding commitment — it can and often does shift as the process continues.
Frequently Asked Questions
Is it okay to refuse to give a number at all?
In some regions this is legally protected, and even where it isn't, politely deferring or offering a range instead of flatly refusing tends to go over better than a hard refusal, which can come across as evasive rather than strategic.
How wide should my salary range be?
A range of roughly 10 to 15 percent between the low and high end is generally specific enough to be useful to the employer while still giving you some room to negotiate. A range that's too wide can look uncertain, and one that's too narrow removes your own flexibility.
What if the recruiter pushes for an exact number instead of a range?
It's reasonable to give the top of your range as your answer, or to say you're flexible depending on the full compensation package, benefits, and growth opportunity. You don't have to collapse to the bottom of your range just because you're pressed for a single figure.
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