Should you deflect when a company asks for your expected salary without sharing a pay range?
The Question
When an employer will not disclose the salary range for a role and instead asks what compensation you expect, is it an effective negotiation approach to respond by asking what the company is offering rather than stating a number first?
Answer
It is understandable to feel uneasy when a company asks for your expected salary but will not share a range. Many candidates worry that naming a number first can underprice them or price them out, so wanting the employer to go first is a common and reasonable instinct.
There is no single nationwide rule that forces every employer to post a pay range. As of 2026, pay transparency is largely a state and local matter. In places such as New York, Colorado, California, Illinois, and New Jersey, covered employers often must include a compensation range on job postings, or must provide pay-scale information when asked or before an offer discussion. Where those rules apply, calmly asking for the posted or intended range is not only practical negotiation; it may also track what the law already expects. Even in states with salary-history bans, employers may still ask about your expectations for the role, so a request for your number is not automatically improper.
As a negotiation tactic, asking what the company is offering can be effective when you do it without sounding evasive. You might say you want to make sure your expectations align with the budget, ask for the range for this specific role and level, and offer to respond once you have that context. If they still will not share anything, you can give a researched range based on the role, location, seniority, and total package rather than a single rigid figure. Official data do not prove that deflection always raises offers nationwide, so treat it as one tool, not a guarantee.
Before the conversation, check whether the job is covered by a transparency law for that location, including remote work rules where relevant. Prepare a market-based range and decide your walk-away point, including benefits and bonus. If you learn the range is far below what you need, you can exit early rather than invest more time. If it is workable, share a thoughtful range and keep the focus on fit and value.