What Is Your Expected Salary?
I've been seeking a new job in the last few weeks, and as it is not my first time in my career to seek a new workplace, I've found myself more often in front of the question, "What is your expected salary?" That is so tough to reply. It feels so stone cold, and it's mandatory if you want to continue your candidacy. So what now? This seemingly simple field in online applications has become one of the most stressful hurdles for me as a modern job seekers. Answering it incorrectly—too high or too low—can it derail my application before a hiring manager even sees my résumé.
So I want to understand the best strategies for navigating this high-stakes question is no longer just a good idea; it’s essential for protecting my earning potential and moving forward in the hiring process.
The Strategic Dilemma: Negotiable vs. A Number
The first strategic move many of us think of is to defer the answer. I found myself instinctively wanting to write on the lines of "Negotiable" or "Competitive." But then, I started thinking about how and where this information is being used. Is there an application score behind it? And if so, do I get negative points for such a non-committal reply?
The truth is, non-numeric replies can be risky in a mandatory number field. If the application uses Applicant Tracking System (ATS) filters, an input like "Negotiable" might either be rejected or trigger a flag that suggests you're not fully engaging with the process. However, if the field is a text box, using "Negotiable" is generally safer and defers the conversation. Recruiters use this data for initial screening. If your expectation is dramatically outside the role's budget, they save time by moving on. A non-numeric answer may prompt a recruiter to contact you for clarification, which is actually a win, as it moves your candidacy forward.
The Research Challenges: Local vs. Global Pay
Next, I thought, I can just do a research on the salary range for the role I'm applying for. But this quickly gets complicated. As I'm applying for remote job roles mainly across the globe, should I stick to the adequate compensation in the country where I reside, or where the company is stationed?
So I did a peek into it and for remote roles, this is a significant challenge. Companies often adopt one of three models:
Pay Based on Company Location (Best Case): The company pays the standard rate for its HQ location (e.g., New York or London), which is usually the highest.
Pay Based on Candidate Location (Common): The company adjusts the salary to the cost of labor in the candidate's residence. This is often lower than the HQ rate.
Global Standard Rate: They offer a median, established rate regardless of location.
As a strategy, research the highest possible market rate (usually the company's HQ city) and use that to set the top end of your range. This ensures you are not immediately anchoring to a low number based on your local economy, while still allowing you room to negotiate if they insist on localization. Always provide a range I've said to myself, it seems like the best way to go around the system, as I haven't yet got into something else that I've found in my research.
The "Decline to State" Mystery
In my research, I found that some hiring places offer you a checkbox to "Decline to state." I haven't yet bumped into it, but if I do, what is the purpose of the mandatory field? How does selecting this affect me?
If the option "Decline to state" is present, use it! Its purpose is to meet legal and fair hiring practice requirements in places that prohibit asking for salary history (like some US states) or to give the applicant a clear out. Choosing this option is a non-negative signal. It tells the recruiter you're an informed candidate who prefers to discuss compensation after learning more about the role and the total package. It essentially acts as a formal and accepted way to postpone the salary conversation without risking automated rejection.
So great I thought to myself, I'm prepared to face the challenge to reply on this question, and before I finished that thought I was looking into my screen in disbelief.
The Ambiguity of the Number Field
The absolute worst possible scenario is when you go through the whole application process, you submit your CV, sometimes even a cover letter, you put so much effort into this, and only at the very end you get a mandatory field to state your salary expectation where you can only enter a number. There is no option to write if it's an annual/monthly/weekly/daily, gross/net, currency, and so on. It is just a number field, and you have to scratch your head.
it felt like a true prisoner's dilemma—a high-risk, low-information situation. To navigate this what I found that is a common understanding to assume that it is an annual gross salary: In almost all professional contexts, the standard required number is the Annual Gross (pre-tax) salary in the company's primary currency (often USD or EUR). If the company is based in the Europe, assume EUR.
I've just gathered some thoughts and learned something new and shared with the rest of the world, and would love to hear what is your experience on the topic?
