The salary trap: what to say instead in interviews

And what to say instead to keep your value (and options) intact.

Job interviews can be tough enough without needing to navigate tricky salary conversations on top of everything else. One moment you’re confidently sharing your experience and skills, and the next you’re hit with a deceptively simple question:

“What are your salary expectations?”

It sounds straightforward, right? But it’s one of the most loaded questions you can be asked and answering it too early can cost you more than just nerves. It can cost you thousands.

I’ve worked in recruitment for over a decade, sat across from thousands of candidates, and negotiated offers at every level. Time and time again, I see even the most experienced professionals fall into the same trap: they give a number before they should.

So let’s talk about why you shouldn’t say your salary first, what to say instead, and how to approach this question in a way that positions you as the valuable candidate you are—without boxing yourself in.

The power shift: why saying a number first can hurt you

Let’s start with this: when it comes to salary negotiations, information is power. And the minute you put your number on the table, you give that power away.

Here’s what happens when you answer too soon:

1. You risk underpricing yourself.

Maybe you’re trying to be realistic. Maybe you want to seem reasonable. Maybe you’re just trying to get to the next stage. So you give a number you think is fair. But what if they were prepared to offer more?

When you answer first, you set a ceiling for your value. The employer now has no reason to offer a cent more than what you’ve already said.

2. You risk pricing yourself out.

On the flip side, if you aim too high because you've done your research, or you're simply trying to reflect your worth you might be seen as too expensive. Even if you're negotiable, that number can close doors before you've had a chance to show them why you’re worth it.

3. You lose the chance to frame your value first.

Salary is a number, yes but your value is the story behind it. What you bring to the role, how you align with the company’s needs, and how you’ll help them solve their challenges. By talking salary too early, you jump ahead to the price tag before they’ve seen the full picture.

** This aligns closely with how you should approach your answer to the classic "Tell me about yourself" question - always lead with value.

Why employers ask this question (and what they’re really looking for)

Let’s be clear, most employers aren’t trying to catch you out. But they are trying to make sure the conversation is worth continuing. They want to know:

• Are you within the budget range for the role?

• Are your expectations aligned with the level and responsibilities?

• Will compensation become a sticking point later?

In some cases, hiring managers ask because they’re genuinely trying to move things forward. But the reality is, you don’t owe them a number before you’re ready.

If you’re wondering what interview questions really mean beneath the surface, read The Hidden Meaning Behind Interview Questions.

How to respond (without giving a number too soon)

Here’s a simple, effective way to respond that keeps the conversation open and positions you as a thoughtful, strategic candidate:

“I’m really excited about the role and the opportunity to contribute. I’d love to learn more about the responsibilities and expectations before we get into salary. I’m confident we can land on something fair once we’ve explored how I can add value to the team.”

This kind of response does a few important things:

• Shows genuine enthusiasm for the role

• Indicates flexibility and openness

• Gently redirects the focus to fit rather than figures

It’s professional, measured, and confident without being evasive.

What if they push for an answer?

Sometimes, despite your best efforts, they’ll want a number. And in that case, it’s okay to come prepared with a range, as long as you frame it properly.

Here’s what that might sound like:

“Based on my research and understanding of the role, I’d say somewhere in the range of $120,000 to $140,000 feels appropriate. Of course, I’m open to discussing the overall package, depending on responsibilities and benefits.”

This does three key things:

• Shows you’ve done your research

• Gives them a ballpark while leaving room to move

• Keeps the door open for a broader conversation (not just salary)

This same principle applies to other tough questions like “What’s your greatest weakness?” — the right framing makes all the difference.

Setting yourself up for this conversation

If you want to feel confident when salary questions come up, preparation is key. That doesn’t mean memorising scripts or trying to out-manoeuvre your interviewer. It means having clarity on:

• What your market value is

Do some digging. Look at similar roles in your location and industry. Use salary benchmarks from sites like Seek, Glassdoor, and Hays, but also consider your experience, specialisation, and what unique value you bring.

• What your non-negotiables are

Is flexibility important to you? Extra leave? Development opportunities? Know what matters beyond base salary so you can see the full picture when an offer comes.

• What you’re aiming for

Have a realistic, informed range in mind. Know your minimum acceptable figure but don’t feel like you need to lead with it.

If you're short on time, check out The Truth About Interview Prep: How Much Time Do You Really Need? for a realistic approach to getting ready without the overwhelm.

The bigger picture: salary is just one part of the conversation

It’s tempting to focus on salary as the be-all and end-all, especially if you’ve been underpaid in the past or are seeking a step up. But what you’re negotiating isn’t just a number, it’s a whole package.

Your job is to help them see the value they get when they bring you on board. And that value goes far beyond a salary figure.

If you’ve made a compelling case through the rest of the interview showing that you understand their challenges, have ideas to contribute, and are aligned with their goals, then salary becomes part of a mutual agreement, not a hurdle.

For more on this, you might find Turn Your Greatest Strength Into a Job Offer helpful.

How this plays out in practice

Let’s say you’re halfway through the interview process and the hiring manager says:

“Just to check, we’re budgeting around $120k for this role. Does that align with your expectations?”

You might be tempted to answer straight away with yes or no. But instead, try something like:

“That’s helpful to know, thank you. I’m most interested in finding a role that’s a strong fit, so I’d love to keep learning more about the team and the priorities. If everything aligns, I’m confident we can agree on something that works for both sides.”

This approach is respectful, grounded, and positions you as someone who’s thinking long-term, not just about the paycheck.

Why this matters more than you think

Salary conversations don’t just affect what you earn this year. They can set the benchmark for future roles, bonuses, and progression. And they influence how you’re perceived, whether as someone who knows their worth, or someone who’s willing to accept less to “be agreeable.”

The goal isn’t to be difficult. It’s to be strategic.

The takeaway: don’t rush the salary chat

Here’s what I want you to remember next time someone asks about your salary expectations:

• You’re not obliged to answer immediately.

• It’s okay to redirect the question, respectfully and professionally.

• The goal is to align on value before talking numbers.

When you lead with curiosity, confidence, and clarity, you give yourself room to negotiate from a position of strength.

Need more help?

If you want a structured, step-by-step approach to interview prep, my Four-Hour Interview Prep Guide walks you through the entire process, with exercises to refine your answers and help you feel prepared without the overwhelm. Join the waitlist now.