Why that first number matters (and how to handle it)

When a recruiter asks, “What salary are you targeting?” it can feel like a trap. If you answer too low, you risk anchoring yourself below market. If you answer too high, you worry you’ll price yourself out.

The goal isn’t to “win” the conversation—it’s to stay in the process while protecting your leverage.

Step 1: Do the market homework (fast, but solid)

Before you talk numbers, build a realistic range.

Use at least 2–3 sources:

• Salary sites (Levels.fyi, Glassdoor, Built In, etc.)
• Recent job postings with ranges (where available)
• Peer data: colleagues, alumni groups, professional communities

Then adjust for:

• Level/title scope (senior vs. mid matters more than years)
• Location/remote pay policies (some companies pay by geo bands)
• Industry (fintech vs. nonprofit can be a 2x difference)

Step 2: Deflect the “number” question without sounding evasive

Try one of these scripts:

• Range + context: “Based on the role scope and market data, I’m targeting $X–$Y. That said, I’m also considering total compensation and growth.”
• Ask for their range: “I want to be aligned with your budget—what range have you set for this position?”
• Delay politely (early stage): “I’d love to learn more about responsibilities and leveling first—can we revisit comp after we confirm fit?”

Tip: If you must give a number, anchor with a well-researched range and keep it tight enough to be credible (often a 10–15% spread).

Step 3: Negotiate total compensation, not just base

Base salary is only one lever. Common negotiables:

• Signing bonus (especially if they can’t move base)
• Equity (ask about grant size and refreshers)
• Annual bonus target and how often it’s paid
• Benefits that reduce real costs (health premiums, 401(k) match)
• Leveling/title (can unlock higher bands)

A simple line that works:

“If base is tight, I’d love to explore options like a signing bonus or equity to bridge the gap.”

Step 4: Make the ask clearly and confidently

When you’re ready:

• Restate excitement and fit
• Present your ask with rationale
• Pause and let them respond

Example:

“I’m excited about the team and impact. Given my experience in __ and market ranges for this level, I’m targeting $X base (or $X–$Y). Is there flexibility to get closer to that?”

Quick checklist before you say yes

• Do you understand total comp (base + bonus + equity)?
• Are the equity terms clear (vesting schedule, strike price, refreshers)?
• Have you asked about review cycles and promotion timelines?

What’s the hardest part of salary negotiation for you right now—naming your number, asking for the company’s range, or negotiating beyond base pay?