If there’s one interview question that automatically leaves even the most confident candidates at a crossroad, it is the “What’s your salary expectation?” question.
You might feel your brain split into two competing voices. One says: “Play it safe, give a lower number so you don’t lose the job.” The other says: “Aim high because you deserve it!” The truth is, both voices are wrong if you don’t come armed with facts and a strategy.
The good news? Salary conversations in 2025 don’t have to be intimidating. Employers expect them. In fact, most hiring managers want to see if you can advocate for yourself, because it signals confidence and professionalism. The secret is not guessing, it’s preparing. And when you prepare, you don’t just survive the question; you use it as leverage to secure the pay you deserve.
Why Employers Ask About Salary Expectations
Let’s take some of the mystery out of this. Employers aren’t sitting across from you thinking, “How do I trick this candidate into saying the wrong thing?”
Instead, they usually want to know three things:
- Budget Fit – Can they afford you within their pre-set salary band?
- Market Awareness – Do you understand what your skills are actually worth?
- Negotiation Style – Do you approach money talks with confidence, or do you crumble?
When you understand their perspective, the question becomes less about pressure and more about alignment.
The New Rules of Salary Negotiation in 2025
The job market has changed dramatically in just a few years. With remote and hybrid roles dominating, salaries aren’t always tied to location anymore but they’re still influenced by cost-of-living adjustments and competitive demand.
In one survey, 45% of workers said they negotiate their salary, while 55% do not. Of those who negotiated, 78% reported they received a better offer
In 2025, negotiation isn’t optional. It’s a skill you need to practice like any other part of the interview process.
How to Research Before Naming a Number
Preparation starts with knowing the market range for your role. Here’s how to get accurate data:
- Use trusted platforms: Glassdoor, Payscale, and LinkedIn Salary Insights.
- Check government data: The U.S. Bureau of Labor Statistics updates salary info annually.
- Look at recent job postings: More companies now list salary ranges upfront.
- Ask your network: Quietly check with peers in similar roles to validate numbers.
Market Ranges in 2025
| Job Title | Median Salary (U.S.) | Top 25% Range | Remote Adjustments |
| Software Engineer | $118,000 | $135,000+ | ± $15k by region |
| Marketing Manager | $95,000 | $110,000+ | ± $10k by region |
| Data Analyst | $78,000 | $90,000+ | ± $8k by region |
| HR Business Partner | $85,000 | $100,000+ | ± $7k by region |
| Customer Success Manager | $72,000 | $85,000+ | ± $6k by region |
Source: Glassdoor & LinkedIn Insights, 2024–2025
Notice that many companies will pay differently based on whether you live in San Francisco, Dallas, or Des Moines. Always account for this when setting your range.
Some of our top readers enjoyed reading: 10 High-Paying Remote Jobs Over $100K in 2025 That You Can Do From Anywhere
Three Smart Ways to Answer the Question
1. Deflect (If It’s Too Early)
If salary comes up in the first interview, it’s okay to deflect politely:
“I’d like to learn more about the role responsibilities before discussing salary. Could you share the budgeted range for this position?”
This keeps you from being locked in too early.
2. Provide a Range (When You’re Ready)
Once you understand the role, it’s best to give a researched range:
“Based on my research and experience, I’m targeting between $85,000–$95,000, depending on the overall compensation package.”
Ranges show flexibility while still anchoring the conversation.
3. Focus on Value (If You’re Senior or Specialized)
If you’re bringing niche skills or leadership experience:
“I’m confident we can agree on a number that reflects both market value and the skills I bring to the table. My focus is on impact, but based on my background, I’d expect something in the $110,000–$120,000 range.”
This signals professionalism without underselling yourself.
Pitfalls to Avoid
- Sharing your current salary – It can anchor you lower than necessary.
- Naming a number too early – Wait until you understand responsibilities.
- Being inflexible – A fixed number without room for dialogue can end the conversation.
- Forgetting benefits – Don’t ignore PTO, health insurance, bonuses, or remote flexibility.
Why Negotiation Is Expected
According to a 2024 Robert Half study, 61% of employers expect candidates to negotiate, but less than half of candidates actually do. Employers don’t see it as rude, they see it as professional.
Put simply: if you’re not negotiating, you’re leaving money on the table.
How Lightforth Helps You Ace Salary Negotiation
Here’s the reality: knowing what to say and actually saying it confidently under pressure are two different things. That’s where Lightforth’s Interview Prep makes all the difference.
With Interview Prep, you can:
- Practice answering tough salary questions in real time.
- Get instant feedback on your tone, phrasing, and delivery.
- Rehearse different negotiation scenarios until it feels natural.
So when the interviewer leans forward and asks, “What are your salary expectations?” you won’t stumble or undersell yourself. Rather, you’ll sound calm, clear, and worth every dollar.
Salary negotiation in 2025 isn’t about guessing or playing it safe. It’s about research, preparation, and practicing your delivery. When you combine all three, you stop dreading the money talk and start using it as leverage to build the career (and paycheck) you deserve. So start with your research today and practice saying it with Lightforth Interview Prep until you sound convincing enough to negotiate your salary and get it!
FAQs About Salary Negotiation in 2025
Q: Should I always give a range instead of one number?
Yes. Ranges give you flexibility and prevent you from boxing yourself in.
Q: What if the employer insists on a number early?
Give a safe, research-backed range, but mention you’re open to discussion once you learn more about responsibilities.
Q: Can benefits really make up for lower pay?
Sometimes. A role paying $5k less but offering remote flexibility, health coverage, and growth opportunities can be worth more long-term.
Q: What if I’m afraid they’ll rescind the offer if I negotiate?
Highly unlikely. Most employers expect negotiation and budget for it. Asking respectfully strengthens your professional image.
