Quick Summary
“What is your salary expectation?” is one of the trickiest questions in any interview. It’s not just about money — it’s a test of your research, communication, self-worth, and strategic thinking. A strong answer will show that you’re informed, realistic, and flexible — without underselling yourself or pricing yourself out.
This post covers how to prepare, what interviewers are trying to judge, different ways to respond (with examples), and how to avoid the common traps candidates fall into.
What the Interviewer is Trying to Judge
– Do you know your market value? Have you researched salary benchmarks for the role, location, and company size?
– Are you realistic? Are your expectations aligned with what they can offer?
– Do you communicate confidently? Can you state a range professionally and defend your logic?
– Are you flexible? Are you open to negotiating without being rigid or overly deferential?
This isn’t just a finance question — it’s a test of awareness, tact, and clarity.
How to Prepare
1. Research market benchmarks: Use platforms like Glassdoor, Levels.fyi, Payscale, or AmbitionBox to understand the typical compensation range for your role and level in that industry.
2. Factor in total compensation: Consider base pay, bonuses, stock options, joining perks, insurance, retirement benefits, and other perks like WFH stipends or wellness allowances.
3. Know your baseline and ideal range: Define your walk-away point (minimum acceptable offer) and ideal package. Think in ranges, not fixed numbers.
4. Consider company context: Are they a startup, mid-stage, or an enterprise? Are they growing or cost-conscious? What’s their public pay philosophy (if any)?
5. Align it to your value: Prepare 2–3 sentences explaining why your skills, experience, and impact justify your range. Avoid defensiveness — focus on mutual fit and market logic.
Tips to Structure Your Answer
Here’s a proven way to answer this question confidently and diplomatically:
1. Start with flexibility: Open with a line that shows you’re open to discussion. Ex: “I’m open to discussing a package that’s fair and aligned with the role’s responsibilities and industry standards.”
2. Show your research: Mention that you’ve done some market benchmarking. This shows you’re informed, not guessing.
3. Give a reasonable range: Avoid a fixed number. Use a bracketed range, ideally where your ideal number is at the lower-middle end.
4. Justify your range (if asked): Briefly tie your range to your skills, past experience, and industry trends. You don’t need to overexplain — just enough to show you’ve thought it through.
5. Reaffirm your interest: Close with a sentence that brings the focus back to the role, not just the compensation. Ex: “What matters most to me is joining a team where I can grow and contribute meaningfully.”
Common Mistakes to Avoid
– Dodging the question completely: Saying “I’ll take whatever you offer” shows lack of confidence.
– Giving a fixed number too early: This can box you in. Always give a range unless forced to be specific.
– Quoting an unrealistic number: If your ask is far from market standards, it signals poor research or inflated ego.
– Defensiveness or over-justification: Don’t get nervous. Your tone should be calm, professional, and confident — not apologetic.
– Focusing only on money: Ignoring perks, growth, or culture shows narrow thinking.
Sample Answers
1. Product Manager (Mid-level):
“Based on my research and the responsibilities outlined, I would expect a total compensation package in the range of ₹28–32 LPA. This is consistent with market trends for product roles at mid-stage tech companies in Bangalore. That said, I’m open to discussing a structure that makes sense for both of us.”
2. Data Analyst (Fresher):
“I’m just starting out, so I don’t have rigid expectations. Based on internship conversations and peer ranges, something in the ₹6–8 LPA range seems standard. More than the salary, I’m looking for the right environment to learn and grow.”
3. Content Lead (5+ yrs):
“Given my experience managing content for multiple products, and building SEO traffic from 0 to 3 million visits, I’d be looking for a range of ₹18–22 LPA. But I’m happy to explore a structure that includes performance bonuses or equity, depending on what’s offered.”
4. Software Engineer (Early-stage startup):
“I understand early-stage startups often offer a mix of cash and equity. Based on my experience with system design and shipping core infra, I’d look for a cash component of ₹20–22 LPA, with meaningful ESOPs. Flexibility matters more than a fixed number.”
5. Program Manager (Senior):
“For a strategic program manager role that spans cross-functional execution and CX improvement, I’d expect a range between ₹35–42 LPA, depending on scope and growth opportunities. I’m open to adjusting structure if there’s clarity around long-term path.”
6. Customer Support (Junior, Tier 2 City):
“Considering the location and industry averages, something in the ₹3.5–4.5 LPA range seems reasonable. I value growth, learning, and a good team culture above all else.”
7. Digital Marketing (Mid-level, Agency):
“For someone who has managed ad spends over ₹2Cr/year across channels and delivered measurable ROI, I believe ₹12–15 LPA is a fair range. But I’m open depending on the team, roadmap, and flexibility.”
8. UX Designer (Remote role):
“Given the role is remote and the expected deliverables include both research and UI design, I’d look for ₹18–21 LPA. My priority is being part of a thoughtful team with strong product values.”
9. Business Analyst (MBA Grad, Tier 1):
“From what I’ve gathered across alumni and placement reports, ₹14–17 LPA is the typical range for analytical roles in fintech. That’s roughly where I’d expect to fall, depending on learning scope.”
10. Operations Lead (Manufacturing):
“Based on past roles where I’ve led plant efficiency projects and saved ₹2Cr in costs over 3 years, I’d look for a ₹20–23 LPA compensation. I’m open to performance incentives being part of that.”
Final Thoughts
Discussing salary doesn’t have to be uncomfortable — if you’re prepared. Interviewers don’t expect you to know their internal numbers, but they do respect candidates who’ve done their homework, speak clearly, and stay flexible.
The best salary answers strike a balance: they show you value yourself, but you also value the role and the team. Avoid sounding entitled or underconfident. Practice your answer until it sounds calm, clear, and adaptable.
Lastly, remember that salary is only one part of the equation. Look at the full picture: the manager, the work culture, the learning curve, the industry, and the long-term opportunity. If those feel right, the money usually works itself out.
What If the Interviewer Presses You for a Number?
Sometimes, companies push for a specific number — especially during early screening calls. If that happens, you can adapt your answer like this:
Example: “Sure. Based on my understanding of the role and market benchmarks, I’d expect something in the ₹22–26 LPA range. That said, the exact number depends on the scope, team, and benefits. I’m open to a discussion if the rest aligns.”
This gives them a number without locking you in. And by adding “depending on scope,” you leave space to revise if the role changes during discussions.
Advanced Scenarios and Edge Cases
1. When applying across multiple geographies:
If you’re applying to companies in different cities or countries, local compensation norms vary widely. Be honest and specific: “In India, my range is ₹20–24 LPA, but for Singapore-based roles, I understand the range is different — I’d be happy to align to market norms there.”
2. When you’re switching industries:
Sometimes, your previous salary may be irrelevant — say, you’re moving from teaching to edtech. Focus on your transferable skills and growth potential. “While my prior role was in academia, I bring strong instructional design expertise. For this role, based on industry comps, I’d look at ₹14–16 LPA.”
3. When your last salary was much lower:
If you’re coming from a non-profit, internship, or startup where you were underpaid, justify your ask without sounding defensive: “In my last role I was focused on mission-driven work, so compensation wasn’t market-aligned. Given my skills and the benchmarks for this role, ₹12–14 LPA feels fair now.”
4. When you’re highly paid but want this job:
“I understand this role may not match my last package of ₹42 LPA. But I’m deeply interested in this team and am open to discussing something that reflects my contribution while staying within your bands.” This shows maturity.
5. When you want to delay the conversation:
“I’d love to understand the role more before quoting a number. If it’s okay with you, I’d prefer to revisit compensation once we’ve aligned on scope and fit.” Many companies will accept this — especially in early rounds.
