How should I handle a salary expectation question first?

Being asked to name a salary figure before the employer shares a range is a common and uncomfortable moment. It does not mean you did anything wrong, and it is reasonable to want a fair process so you do not underprice your skills or talk past what the role can pay.

Start by preparing a researched range before the interview, not a single number pulled from thin air. Use public benchmarks such as the Bureau of Labor Statistics Occupational Employment and Wage Statistics for the occupation and metro area, then adjust for your experience level, scope of responsibility, and total package (bonus, equity, benefits). Write down a realistic low-to-high band you would accept for this specific role, so you can speak from data rather than from pressure in the room.

When the interviewer asks for your number first, you can politely reverse the sequence without sounding combative. A clear approach is to say that you want to be aligned with the budget for the role and ask what range they have allocated, then share how your expectations sit relative to that band. In some states and cities, pay transparency rules already require range disclosure in postings or, upon a reasonable request, for certain employers—for example, California, Colorado, Washington, New York State, and New York City have well-known frameworks around pay scales and, in several cases, limits on using salary history. There is no single nationwide federal rule that forces every employer to reveal the range before asking about expectations, so rights and obligations depend on where the job is located and which local rules apply. If you are interviewing in a jurisdiction with transparency requirements and the range was not posted, it is appropriate to ask for the pay scale for the position.

If they still press for a number, answer with a range tied to market data and the role’s scope, not with your past pay. Frame it as expectations for this position, then invite them to confirm fit. Avoid locking into the lowest figure you would take; leave room to discuss total compensation. If the role is elsewhere or remote, confirm which location’s pay practice they use, because ranges vary widely by market. After the conversation, note what was said so you can evaluate any later offer against the band you researched. There is no single script that always “wins,” but preparation, a calm request for the range, and a market-based band of your own keep the discussion professional and reduce the chance of undercutting yourself.