It’s one of the trickiest moments in any job search: When and how should you talk about your salary requirements? You want to make sure the role aligns with your financial needs before getting too deep into the interview process, but you also don’t want to bring it up too early and risk the conversation coming across the wrong way.
We’ll show you how to navigate this complicated issue, with top strategies for answering the question, “What are your salary requirements?”. With these tips, you'll be prepared to address this matter thoughtfully, whether in a cover letter or during an interview, ensuring your expectations align with those of potential employers.
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What does “salary requirements” even mean?
Salary requirements are the compensation expectations a candidate sets for a specific role. These aren’t based solely on personal views of fairness—they also align with typical salary ranges, industry standards, and market data.
Several factors influence salary requirements:
- Industry and role standards: Most sectors have established ranges for specific roles based on job demand and level. Candidates often research these to remain competitive and realistic. (Use these tips to look at salary ranges.)
- Experience and expertise: Years of experience, specialized skills, and certifications add weight to salary expectations, often pushing them toward the higher end of the range.
- Cost of living adjustments: For roles in cities with higher living costs, salary expectations may reflect these regional differences.
- Additional benefits: Compensation isn’t just about salary. Benefits such as health insurance, bonuses, and flexible work options impact what feels like a fair salary requirement.
By grounding salary requirements in market standards and personal qualifications, you can set a range that aligns with the role’s expectations and the employer’s budget. This helps you master how to answer what are your salary requirements during the hiring process.
Why do companies ask salary requirements?
Employers often ask for salary requirements to ensure a candidate’s expectations align with the role’s budget.
“Salary requirements help both parties avoid spending time on a role that might not meet the candidate’s financial needs,” says Steven Mostyn, chief human resource officer at Management.org. “It also provides insight into a candidate’s self-assessment and expectations, which can shape hiring discussions and influence the offer if the candidate advances.”
Plus, confidently stating your salary requirements demonstrates your understanding of the job’s value—and your own—in the market.
Is it legal?
In the U.S., salary inquiry laws vary by state. While many states prohibit questions about past salaries to reduce pay disparities, asking about salary requirements—your expected compensation—is generally allowed.
In states with salary history bans, employers can ask about your desired pay but not your past salary. To clarify, check your state’s guidelines or ask the hiring manager if you’re uncertain about what can be discussed.
How much should you ask for?
Choosing the right salary requirement means balancing typical pay for the role with the unique value you bring. A carefully considered range shows potential employers that you’re informed and realistic about compensation.
Research industry standards
Use resources like the U.S. Bureau of Labor Statistics to research typical salaries for your role and experience level. Speaking with others in the same industry or former colleagues can also help you gather specific salary ranges for your geographic area.
Consider your experience and skills
Think carefully about your background, accomplishments, and any unique skills that add value to the role. If you have in-demand certifications, specialized knowledge, or years of experience that surpass the basic requirements, it may be reasonable to aim for the higher end of the salary range.
Account for benefits
Salary alone doesn’t reflect the full compensation package. Benefits such as health insurance, retirement contributions, paid time off, and bonuses can significantly increase the value of your offer. Consider these extras and factor them into your salary expectations.
Set a realistic range
Choosing a range instead of a single number shows flexibility and leaves room for negotiation. This approach can adapt to varying benefits or responsibilities. For example, a range of $60,000–$75,000 provides a baseline while signaling openness to discussion, making it easier to align with the employer’s budget.
When is the best time to discuss salary requirements?
Career coach Melissa Trager suggests candidates briefly discuss salary requirements with HR during the first interview round. “This is to determine if it makes sense to continue in the process,” Trager says. Main negotiations, however, should occur once the company has shown serious interest in hiring you.
By that stage, both you and the employer have a clearer sense of fit, making it easier to address salary expectations meaningfully. Some applications may request this information upfront, often in online forms or cover letters. In these cases, consider providing a range instead of a fixed amount to allow flexibility.
How to express salary requirements during an interview
Discussing salary requirements in an interview requires careful timing and a thoughtful approach. How you bring it up and the language you choose can make all the difference. Here are some strategies you can adopt:
Reframe it as a discussion
If you’re asked directly about your expectations, share your range while expressing openness to understanding the company’s budget.
Example:
Based on my experience and market research, I’m looking for a range between $60,000–$75,000. I’m open to discussing this further as I understand more about the role’s responsibilities and the complete benefits package.
Address it at the end
If the recruiter asks for your salary expectations at the beginning of the hiring process—or at the start of the interview—you can try to defer your answer until the later stages.
Example:
I’d love to learn more about the specific responsibilities and the team I’d be working with before discussing salary, to ensure I provide the most accurate figure.
Be ready to make your case
If asked why you chose a specific range, explain it based on your skills, experience, and current market trends.
Example:
I based my range on a combination of factors, including my experience in similar roles and the current market trends for positions at this level. Given my background and the responsibilities outlined, I believe a range between $60,000–$75,000 is appropriate. I’m open to discussing further as I learn more about the specific needs of the team and role.
How to address salary requirements in a cover letter
If an application specifically requests salary requirements in a cover letter, it’s best to address this at the end of the letter, just before your closing statement.
Example #1:
Based on my understanding of the role and market research, my salary requirements are in the range of $60,000–$75,000, depending on the total benefits package.
Example #2:
Considering the responsibilities of the position and my qualifications, I am seeking a salary within the range of $60,000–$75,000, flexible depending on the overall benefits package.
Example #3:
After researching industry standards and considering the role's requirements, I would expect a salary in the range of $60,000–$75,000, which can be adjusted based on the full compensation package.
What if the question doesn’t come up?
If the application doesn’t specifically request salary requirements—whether in a cover letter or interview—it’s usually best to leave this information out. “Bringing it up proactively can suggest that compensation is a primary focus, which some employers may view unfavorably,” Mostyn says. “Waiting allows candidates to learn more about the role and approach salary discussions on mutual terms, often leading to a more balanced negotiation.”
Bottom line
Knowing how to answer, “What is your required salary?” confidently and strategically shows that you’ve researched the role’s market value and are prepared to align expectations.
Unless the job posting specifically requests your salary requirements, it’s usually best to wait until HR brings it up. Waiting for the right moment to discuss salary can keep your options open and allow room for negotiation.
With these tips, you’ll be ready to approach salary discussions with clarity and professionalism, setting the stage for a fair, transparent negotiation that benefits both you and your potential employer.