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How to Answer 'What Are Your Salary Requirements?' in a Phone Screen

The phone screen is going well. You're confident, the recruiter sounds engaged, and then it lands: "So, what are your salary requirements?" Suddenly your palms are sweaty and you have no idea whether to name a number, dodge the question, or ask what the budget is.

This guide breaks down exactly how to answer the salary question during a phone screen — when to give a number, when to deflect, how to research a smart range, and the word-for-word scripts you can adapt. You'll also learn how this one question fits into the bigger picture of how to handle a phone screen interview without underselling yourself.

Why Recruiters Ask About Salary So Early

The salary question often comes up in the very first phone screen, sometimes within the first ten minutes. It can feel premature — you haven't even met the hiring manager yet. But there's a logical reason recruiters ask early, and understanding it helps you respond calmly instead of defensively.

Recruiters are gatekeepers. Their job is to fill the role with someone who is both qualified and affordable. Every minute they spend interviewing a candidate who expects $40,000 more than the budget allows is wasted time for everyone. So they ask early to qualify you on compensation before investing in multiple rounds.

There are three common motivations behind the question:

That last point is why you should never blurt out a number without thinking. The figure you say in a phone screen can quietly become the ceiling for your entire offer.

Do Your Research Before the Call

You cannot give a confident, defensible answer if you don't know what the role actually pays. Walking into a phone screen without a researched range is like negotiating blindfolded. Spend 30 minutes before any phone screen building a number you can stand behind.

Pull data from several sources so you're not relying on a single estimate:

From this research, build three numbers in your head:

  1. Your walk-away number — the minimum you'd accept without resentment.
  2. Your target number — what you genuinely want and believe you're worth.
  3. Your stretch number — an ambitious but defensible figure at the top of the market range.

When you state a range out loud, your walk-away number should be the bottom and your stretch should be the top — because employers almost always offer at or near the lower end of any range you give.

Strategy 1: Deflect Politely (When You Have No Data Yet)

Early in a phone screen, you often don't have enough information about the role's responsibilities, benefits, or level to commit to a number. In that case, deflecting is completely legitimate — and many recruiters expect it. The key is to deflect graciously, not evasively.

Here's a clean deflection script:

"I'd love to learn a bit more about the role and the team before talking specifics. Could you share the budgeted range for this position? That way I can tell you whether we're in the same ballpark and we don't waste anyone's time."

This works for three reasons. It signals you're focused on fit, it turns the question back to them in a friendly way, and many recruiters will simply tell you the range — which is exactly what you want.

Another softer version:

"Compensation is important, but it's not my only consideration. I'm more focused on whether this is the right role. What range did the team have in mind for this position?"

If you live in a state or country with pay transparency rules, you can lean on them: "I know many companies now share ranges up front — is that something you're able to do here?"

Strategy 2: Ask for the Range First

The single most powerful move in a salary conversation is getting the other side to name a number first. Whoever speaks first sets the anchor, and you'd rather react to their range than reveal your hand blindly.

Recruiters often genuinely have a range and will share it if you ask directly but pleasantly. Try:

"What's the salary range you've budgeted for this role?"

Or, more conversationally:

"Before I give you a number that might be off in either direction, do you have a range you're working with? I'd rather align with where you are."

If they tell you the range, you have a huge advantage. Now you can position yourself near the top of it:

"That works well for me. Based on my experience, I'd be targeting the upper portion of that range, somewhere around $X."

Sometimes the recruiter will push back: "I'd really like to hear your expectations first." That's fine — they may be testing whether your number is reasonable. At that point, move to giving a range, which is Strategy 3.

Strategy 3: Give a Researched Range

When deflection won't work or the recruiter insists, give a well-researched range rather than a single number. A range gives you negotiating room and shows you've done your homework.

The structure is simple: state the range, anchor it to your research, and frame it as flexible based on the total package.

Example script:

"Based on my research for this type of role in this market, and given my experience, I'm targeting somewhere between $95,000 and $110,000. I'm flexible depending on the overall package — things like bonus, equity, and benefits."

A few rules for ranges that protect you:

If you want to leave the most room, you can name a single floor instead of a range: "I'm looking for something in the six-figure range, ideally starting around $100,000, but I'm happy to discuss once we both confirm this is a strong fit."

Strategy 4: Anchor to Your Current Compensation (Carefully)

You may be tempted to answer the salary question by referencing what you currently earn. Be careful here. In several U.S. states and cities, it's actually illegal for employers to ask about your salary history — and even where it's legal, anchoring to a lower current salary can cap your offer.

If you're underpaid in your current role, do not let that number become the foundation of your next one. Instead, anchor to the market and your target:

"I'd prefer to focus on the market rate for this role and the value I'd bring rather than my current salary. Based on my research, I'm targeting $X."

If you're asked directly for your current salary in a place where it's banned, you can simply say:

"I'd rather not anchor this to my current compensation. I'm focused on the value of this role, and I'm targeting a range of $X to $Y."

If your current pay is strong and helps your case, you can use it — but frame it as a starting point you expect to grow from: "My current total compensation is around $X, and I'm looking for a meaningful step up given the added responsibilities of this role."

Word-for-Word Examples by Situation

Here are ready-to-adapt scripts for the most common phone screen scenarios. Choose the one that matches your situation and practice it out loud so it sounds natural, not memorized.

Scenario 1 — You want them to name the range first:

"Great question. Before I give you a figure, do you have a budgeted range for the role? I'd love to make sure we're aligned so we don't waste time on either side."

Scenario 2 — You're confident and ready to give a range:

"Based on my research and experience, I'm targeting between $85,000 and $100,000, depending on the full package. How does that line up with your budget?"

Scenario 3 — You're early in your career and unsure:

"I'm still getting a feel for the market for this kind of role, so I'd value your guidance. What range were you thinking for this position?"

Scenario 4 — You're switching industries:

"I want to make sure my expectations match the market for this specific field. From what I've researched, roles like this fall around $X to $Y — does that align with what you have budgeted?"

Scenario 5 — They refuse to share and push you for a number:

"Understood. Based on the responsibilities you've described and my background, I'd be looking at roughly $X to $Y, with flexibility based on the overall offer."

Scenario 6 — You're a senior candidate with a high target:

"For a role at this level with the scope you've described, I'm targeting the $150,000 to $170,000 range in base, plus the standard bonus and equity. Is that within your band?"

What Never to Say

A few answers will hurt you no matter how good the rest of your phone screen is. Avoid these traps:

The tone matters as much as the words. Aim for relaxed, informed, and collaborative — like two people solving a problem together, not adversaries.

Fitting Salary Into the Bigger Phone Screen Picture

The salary question is just one moment in a larger conversation. Knowing how to handle a phone screen interview overall makes the money question feel less loaded, because you've already built rapport and demonstrated value before it comes up.

A few principles that strengthen your entire phone screen:

When you've shown genuine interest and competence first, recruiters are more inclined to share their range and advocate for a strong offer on your behalf.

How to Handle Follow-Up Pressure

Sometimes a recruiter won't accept your deflection and keeps pushing for a number. Don't panic — a little persistence from them is normal. Hold your ground while staying collaborative.

If they say "I really need a number to move forward", respond:

"Totally fair. Based on the role and my experience, I'd put it in the $X to $Y range. Does that fit your band?"

If they react to your number with hesitation or say it's above budget, don't immediately backtrack. Ask:

"Got it — what range are you working with? I'm open to discussing if the overall package and growth opportunity are strong."

This keeps you in the conversation without instantly slashing your expectations. Remember: the phone screen number is not the final negotiation. It's a qualifying filter. The real negotiation happens when you have a written offer in hand, which is a separate skill set you can prepare for in advance.

After the Phone Screen: Protecting Your Number

Whatever you say in the phone screen sets the frame for everything that follows. To protect your position through the rest of the process:

When the formal offer arrives, that's when you put your full negotiation strategy to work — countering professionally, weighing total compensation, and using email scripts to make your case. Treat the phone screen as the first chess move, not the whole game.

Related guides

Frequently asked questions

Should I give a number or deflect in a phone screen?

If you don't yet know the role's scope or budget, deflect politely and ask the recruiter for their range first. If they insist, give a researched range rather than a single number, with your real minimum as the bottom. Deflecting is acceptable, but stonewalling completely can frustrate recruiters who need to qualify budget.

What if the recruiter refuses to share the range?

Provide a tight, researched range based on the market and your experience — for example, '$90,000 to $105,000, depending on the full package.' Anchor it to your homework so it sounds informed, and add that you're flexible based on total compensation including bonus, equity, and benefits.

Can I refuse to answer the salary question entirely?

You can decline to share your current salary history, which is even illegal for employers to ask in several U.S. states. But fully refusing to discuss your expectations can stall the process. A better move is to redirect to their budget or give a range tied to market data rather than refusing outright.

Will naming a salary range hurt my chances?

Not if it's realistic and well-researched. A reasonable range positioned at or slightly above market shows confidence and homework. The risk comes from naming a number far above the budget or a single low number that caps your offer. Keep ranges tight, around $10,000 to $20,000 wide for most roles.

Does the phone screen number lock in my final salary?

No, but it strongly anchors it. Whatever you say becomes the reference point for the eventual offer, so never name a figure below what you'd happily accept. The real negotiation happens once you have a written offer, where you can counter and discuss the full package.

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