How do you answer the salary expectations question?

The question arrives early because whoever names a number first anchors the negotiation. The standard opening move is to deflect once, politely and without evasiveness: state that you would like to understand the full scope of the role before discussing numbers, and ask what range is budgeted for the position. In many states you now have statutory support, since pay transparency laws require employers to disclose a range on request or in the posting, and salary history bans in numerous states and cities prohibit asking what you currently earn.

If pressed a second time, give a range rather than continuing to deflect, because further resistance reads as difficult. Build the range from research on the role, level, industry, and geography, and set it so that your actual target sits near the bottom of it, since employers commonly move toward the lower end. Phrase it as based on market data for this role and your experience, which frames it as an assessment rather than a demand. Never state your current salary in a market where you are underpaid, and if asked directly in a jurisdiction without a ban, redirect to what you are seeking for this role.

Two things that improve outcomes materially. Negotiate the whole package, since employers with rigid salary bands often have flexibility on signing bonus, equity, start date, title, remote arrangements, or a compensation review at six months. And do not accept on the call. Express genuine enthusiasm, ask for the offer in writing, and request a couple of days to review, which is universally normal and gives you room to evaluate and to counter. When you do counter, do it once, with a specific number and a brief rationale, and be prepared to accept if they meet it. Research consistently finds that candidates who negotiate receive more than those who do not, and that the risk of an offer being withdrawn for a reasonable, well-mannered counter is very low.