Many of us know this scenario: You're filling out a job application online, and you reach the dreaded "desired salary" field. You have no idea how to answer.
How can you answer this question without boxing yourself into a salary that's too low or getting booted from consideration for naming a salary that's too high?
Here, we'll outline three possible strategies for handling this question — and explain why understanding the employer's perspective matters, too.
Why not just answer the question?
The job application is typically the earliest stage in the interview process — too early to discuss your desired salary. In fact, answering what your salary expectations are this early is usually not in your best interest. If you enter an amount that's too low, you may lose leverage when negotiating your salary later. Conversely, if you name a figure that's outside of their budget, the hiring team might not pursue your application at all.
From the employer's side, they ask this early to screen out candidates whose salary expectations won't fit their budget. They have a range in mind based on the role, the market, and their compensation structure. If you come in too high, they may assume you're not a serious candidate. But this doesn't mean the job has no flexibility — it just means you're negotiating blind at this stage.
Also, you likely don't have enough information at this early stage to give an accurate answer about your salary expectations, even if you know your desired salary. You can only go off the job posting and the responsibilities laid out there. As you go through the interview process, you may learn specifics about the job that justify a higher starting salary than you initially thought.
For these reasons, the best strategy is to delay the salary discussion for as long as possible. When you do negotiate — at the offer stage or during a pay review — you'll have more information about the role and more leverage with the employer.
Option 1: Don't answer
The simplest option is to avoid answering the question completely. If the 'desired salary' field isn't required, you can leave it blank and move along with your application. Unfortunately, however, many applications won't let you move forward without filling in the salary field. If that's the case, what is your next option?
Option 2: Enter 'negotiable' or '000'
If you can fill in the field with 'negotiable' or '000,' you can get around answering the salary question. If you'd like to expand on your answer, look for a section for notes in the job application. You can use that text field to give more context to your salary answer. You might say something like, "As far as my salary expectations, I look forward to hearing more about the salary range and available benefits for this role."
Most employers understand what this means — that you're willing to discuss but want more information first. It signals flexibility, which they appreciate.
If there's no text field where you can leave a comment, it's fine to submit the application without providing that context. The salary question will come up again during the interview process, and you can prepare now to answer it then.
If the application does not allow you to enter 'negotiable' or '000,' you have two choices. You can either decide not to proceed with the application or enter a range.
Option 3: Enter a desired salary or salary range
If you can't get around the salary question and still want to proceed with your application, you will need to enter a desired salary. There are a few ways to come up with your range.
- If the company has included a salary range in the job listing and that salary range is acceptable to you, feel free to copy/paste it into the job application. If the posted range is lower than what you're looking for, it may be a sign to move on to other applications. Many employers now post ranges to be transparent, so if you're seeing a range, that's what they're actually budgeted for.
- If the company has not included a salary range, you will need to do your own research. First, start with online data sources. Payscale Job Salaries is a great place to start, as it gives you data on what peers in your industry might be earning. Because job titles, industries, and geographic locations vary, no online data source will be 100 percent accurate, but it can give you a working range.
Next, talk to colleagues in your industry to see what their companies might offer as a starting salary for a similar position. Use your network to help you refine your range.
- Now it's time to calculate your range. First, keep in mind that employers typically default to the midpoint of a salary range when determining the starting salary to offer. So, if the midpoint of the range you found in your research is a number you would be happy with, feel free to make that number the low end of your range. If your desired starting salary is higher than the midpoint, you might need to justify why you deserve it. Also make sure you understand that a higher starting salary could mean lower pay increases during your time with the company. Employers consider total compensation and long-term budget impact.
- Don't name a range you would be unhappy to accept. That means checking in with yourself about the low end of your range. If it's lower than you'd accept, you should choose a higher number for your low end — if your research supports it. It also means you should avoid giving a range that's too broad. Remember: if you come in significantly above the employer's budget, you won't be considered against other qualified candidates. Hiring managers have constraints.
Let's say you're hoping for a starting salary of $80,000, so you enter a desired salary range of $70,000 – $85,000. If you're offered $70,000, you've boxed yourself into negotiating another $10,000. In this case, if your research supported it, your low end should have been $80,000.
Some applications don't let you enter a desired salary range and instead require a single number. In this case, look at your research and enter the number you would be happy to accept as a starting salary.
When to negotiate
Most experts say negotiating at the job application stage is too early. Consider doing so at the offer stage instead — when they're ready to make it official, that's when negotiating makes sense. Just remember: hiring managers have budgets. If you ask way above what they approved, you might price yourself out — there's always another candidate in their range.
During a regular pay review, most employers plan for about a 3.5% raise. That's the baseline. You want more? Show them why. Maybe you raised the bar this year. Maybe you're getting promoted — that's a completely different conversation with 8–10% increases because you're moving to a new pay band. Or maybe you found out your job pays way more elsewhere. Bring the data.
Remember, raises and promotions aren't the same. If you're bringing market data to a pay review, give your manager a heads-up first. They'll appreciate it — they can get leadership buy-in before you sit down, and they're way more likely to make an exception if they understand the retention risk.
Don't forget to check if your location requires pay transparency
More states and countries now require companies to post salary ranges. If they do in your area, ask for it upfront. It tells you exactly what the employer budgeted for the role.
It can be frustrating to fill out salary fields before you've even interviewed.
But now you know you have options — and when you understand how employers think about these conversations, you can negotiate smarter.
The bottom line
It can be frustrating to fill out salary fields before you've even interviewed. But now you know you have options — and when you understand how employers think about these conversations, you can negotiate smarter.
Salary discussions don't happen on the application. They happen when you have leverage, data, and a clear understanding of what you're worth.
Ready to research your market value?
Start researching your desired salary with Payscale Job Salaries to see what people in your role and location actually earn.
