Research the job, not just the title
The same job title can sit at very different levels across employers. Compare responsibilities, experience, budget or people responsibility, technical depth, location and sector.
Use several recent signals where possible: comparable vacancies with published pay, credible salary platforms, professional networks and recruiters in the same market.
Use a range you can explain
A concise answer can state that your range is based on the role's scope and your experience, while remaining open to the total package. The bottom of your range should still be a figure you would seriously consider.
Do not inflate a range simply because you expect negotiation; a very wide range can also signal that you have not researched the level.
- Clarify monthly or annual and gross or net.
- Ask what benefits, bonus, pension, allowances or equity are included where relevant.
- Do not disclose fabricated competing offers or salary history.
If it is too early, ask for context
At an early screening stage you may not yet know enough about the role to price it accurately. It is reasonable to ask for the budgeted range or more detail about responsibilities.
If a form requires a number, use your best researched estimate and note whether it asks for current salary, expected salary, monthly pay or annual compensation.
Negotiate the written offer, not an imaginary package
Once an offer exists, compare base pay, variable pay, pension, health cover, leave, work location, commute or remote expectations, probation and review cycle.
If you counter, tie the request to role scope, your evidence and market context. Keep the conversation professional even if you decline.
Sources and verification context
These sources support the application-process guidance and provide official examples. Always follow the instructions on the exact vacancy you are applying for.