How to Answer “What Are Your Salary Expectations” in 2026: Navigate Pay Transparency Laws and AI-Powered Negotiations Like a Pro

You’ve nailed every interview question so far. The hiring manager is nodding along, your answers are landing perfectly, and you can feel the job offer coming.

Then they hit you with it: “What are your salary expectations?”

Your heart rate spikes. Do you go first with a number? Play it safe with a range? Deflect and ask what they’re offering? One wrong move could cost you thousands, or worse, price you out of a role you actually want.

Here’s the thing: salary conversations in 2026 look completely different than they did even two years ago. Pay transparency laws now cover more than half the U.S. workforce. AI-powered salary tools give you access to data that used to be locked behind HR doors. Remote work has scrambled traditional geographic pay scales.

The rules have changed, and if you’re still using 2022 advice for 2026 negotiations, you’re leaving serious money on the table.

In this article, you’ll learn exactly how to answer salary expectations questions in today’s transformed hiring landscape. We’ll cover new strategies for navigating pay transparency states, how to leverage AI-enhanced research, what makes this question uniquely challenging compared to other interview questions, and the five biggest mistakes that tank negotiations before they even start.

By the end of this guide, you’ll know how to turn the salary expectations question from a minefield into your biggest leverage point.

Let’s get into it.

What Makes the Salary Expectations Question Uniquely Challenging

Most interview questions test your past experience or future potential. The salary expectations question tests something entirely different: your market intelligence and negotiation skills.

Unlike behavioral questions where you can use the SOAR Method to structure your answer, salary discussions require real-time strategy. You’re not recounting a past situation. You’re actively negotiating your future compensation in the moment.

Here’s what makes this question uniquely tricky:

• It’s a test disguised as a question. Employers aren’t just gathering information. They’re assessing whether you understand your market value, how confidently you advocate for yourself, and whether your expectations align with their budget.

• The timing is deliberately ambiguous. Some companies ask during the first phone screen. Others wait until the final interview. This uncertainty means you need multiple strategies ready depending on when the question comes up.

• Both extremes hurt you. Price yourself too high and you’re eliminated from consideration. Price yourself too low and you’ve just negotiated against yourself, leaving thousands on the table even if you get the offer.

• There’s no “perfect” answer template. Unlike common interview questions where strong frameworks exist, salary discussions require customization based on your research, the role, the company, and the market.

The good news? The 2026 landscape actually makes this easier than ever before if you know what you’re doing.

To help you prepare, we’ve created a resource with proven answers to the top questions interviewers are asking right now. Check out our interview answers cheat sheet:

Understanding the 2026 Salary Negotiation Landscape

Three major shifts have transformed how salary expectations conversations work in 2026. Understanding these changes is critical to your strategy.

Pay Transparency Laws Now Cover Half the U.S. Workforce

Sixteen states plus Washington D.C. now require employers to disclose salary ranges in job postings. This includes major markets like California, New York, Colorado, and Washington.

These laws fundamentally changed the power dynamic. Instead of guessing what a role pays, you can often see the exact range before you even apply. Research shows that pay transparency laws boost wages by 3.6% in disclosed salaries and 1.3% in actual earnings for both new hires and existing employees.

What this means for you: If you’re interviewing in a transparency state, you have concrete data to anchor your expectations. If you’re in a state without transparency laws, you can still research similar roles in transparent states to establish market baselines.

AI Has Reshaped Salary Research and Negotiations

AI-powered salary tools now provide real-time market data that was previously only available to HR professionals. Platforms analyze thousands of job postings, compensation reports, and hiring trends to deliver accurate salary ranges.

But here’s the twist: while 65% of employers increased their use of AI tools for hiring in 2025, 72% still insist that salary negotiations must have human involvement. This means the data matters, but so does your ability to present it with confidence and build genuine rapport.

Additionally, demonstrating AI literacy itself has become valuable. Workers with AI skills earn approximately 23% more than those without, and in non-technical roles like marketing and HR, that premium can reach 35-43%.

Remote Work Shattered Geographic Pay Standards

The rise of remote work means you might be competing for jobs across state lines, where cost of living and local markets vary dramatically. A role in San Francisco pays differently than the same role in Austin, even if both are fully remote.

This creates both opportunity and confusion. Some companies pay based on your location. Others pay based on role and ignore geography. Still others use a hybrid approach.

The key is understanding which model your target company uses before you state your expectations.

The New Rules: 5 Strategies That Work in 2026

Let’s get tactical. Here are the five strategies that actually work for answering salary expectations questions in today’s market.

Strategy 1: Lead With Your Research, Not Your Needs

The biggest mistake candidates make is anchoring their salary expectations to their personal financial needs rather than market data.

Employers don’t care about your rent or student loans. They care about market rate for the role and your unique value proposition. Frame your expectations around what similar positions pay and what you specifically bring to the table.

Here’s how this sounds in practice:

“Based on my research of similar roles in [industry/location], I’ve seen positions with comparable responsibilities ranging from $X to $Y. Given my [specific relevant experience or skills], I’d be looking at the $Z end of that range.”

Interview Guys Tip: When researching salaries, look at 5-10 similar postings in pay transparency states to understand true market rates. Pay attention to role level, required experience, and company size when comparing. Screenshot or save links to reference during salary discussions.

This approach demonstrates that you’ve done your homework and positions you as informed rather than demanding.

Strategy 2: Use the “Informed Range” Technique

Giving a specific number can box you in. Saying “I’m flexible” makes you sound inexperienced. The solution? Provide a tight range where even the low end would make you happy.

For example, if you want $90,000, don’t say $80,000 to $100,000. Say $88,000 to $95,000.

This technique works because:

• It shows you understand market nuances rather than plucking numbers from thin air
• It gives the employer a target zone for structuring their offer
• It prevents them from anchoring to an uncomfortably low number
• It leaves room for you to negotiate up from the lower bound

When presenting your range, briefly justify it: “I’m targeting $88,000 to $95,000 based on the market data I’ve seen for roles requiring [specific skills] in [location/industry], plus my track record of [relevant achievement].”

Strategy 3: Deflect Early, Commit Late

If the salary question comes up during an initial phone screen before you fully understand the role, it’s perfectly acceptable to gather more information first.

Try this response:

“I’m definitely interested in discussing compensation, but I’d love to learn more about the full scope of the role first. Could you tell me more about [specific responsibility from the job description] and how success is measured in this position?”

This isn’t dodging the question. It’s demonstrating that you make informed decisions based on complete information. You’re also buying time to research the company and refine your expectations.

However, by the second or third interview, you need to be ready to provide concrete numbers. By that point, refusing to discuss salary can make you seem evasive or indicate you’re too expensive.

Strategy 4: Frame Around Total Compensation

Salary is just one piece of your compensation package. In 2026, benefits, flexibility, and growth opportunities often matter as much as base pay.

When discussing your expectations, acknowledge the broader package:

“For base salary, I’m targeting the $X to $Y range based on market research. I’m also very interested in understanding the complete compensation package, including [bonus structure/equity/benefits/professional development/remote flexibility].”

This approach accomplishes several things:

• It shows you think strategically about your career, not just your paycheck
• It gives the company multiple levers to pull if base salary is constrained
• It opens the door to negotiate for non-salary benefits if needed
• It demonstrates maturity and business acumen

Many companies have more flexibility with bonuses, equity, professional development budgets, or remote work arrangements than they do with base salary. By broadening the conversation, you create more pathways to a satisfying offer.

Strategy 5: Leverage Pay Transparency Data Strategically

If you’re interviewing in or for a role in one of the 16+ states with pay transparency laws, use this to your advantage.

When you see a posted salary range, understand that the midpoint typically reflects what the employer expects to pay someone with moderate experience. The lower end is for candidates with minimal qualifications. The upper end is for exceptional candidates who exceed requirements.

Here’s how to use this:

“I noticed the posting listed $75,000 to $95,000. Can you help me understand where my experience with [specific relevant skills] positions me in that range?”

This question demonstrates you’ve done your homework while inviting the employer to help position you rather than forcing you to position yourself.

If the posted range works for you, you can say: “The range you’ve posted aligns well with my expectations. Given my background in [relevant area], I’d be targeting the [$X to $Y portion] of that range.”

Top 5 Salary Expectations Mistakes to Avoid

Even with solid strategies, certain mistakes can derail your negotiation before it starts. Here are the five biggest errors and how to avoid them.

Mistake 1: Answering Too Early Without Context

Discussing salary during the application phase or in a first phone screen, before you understand the role’s full scope, is almost always a mistake.

Why it hurts you: You lack the information needed to accurately value the position. You also haven’t had the chance to demonstrate your value to the employer yet.

The fix: Politely defer until you’ve learned more about the role, unless you’re in a state where disclosure is required by law. Use phrases like “I’d prefer to learn more about the responsibilities and expectations before discussing compensation” or “I’m sure we can reach an agreement on salary once we’ve determined I’m the right fit.”

Mistake 2: Using Your Current Salary as Your Anchor

Many states now prohibit employers from asking about your salary history for good reason. Anchoring to your current compensation perpetuates wage inequities and undervalues you if you’re underpaid now or changing industries.

Why it hurts you: Your current salary reflects your past market, not your future value. Using it as an anchor can cost you tens of thousands over your career.

The fix: Anchor to market data for the new role, not your current paycheck. If pressed about current compensation, respond with: “I prefer to focus on the value I’ll bring to this role rather than my current compensation, which reflects a different market and position.”

Mistake 3: Providing a Range That’s Too Wide

Saying “I’m looking for something in the $60,000 to $90,000 range” tells employers you don’t actually know what you’re worth. They’ll anchor to $60,000 and you’ve just negotiated against yourself.

Why it hurts you: Wide ranges signal uncertainty or desperation. Employers will naturally gravitate toward the lower end because you’ve indicated you’d accept it.

The fix: Keep your range tight, within 10-15% from low to high. If you want $80,000, say $78,000 to $87,000, not $70,000 to $90,000. Make sure even the low end is genuinely acceptable to you.

Mistake 4: Forgetting to Account for Geographic Differences

With remote work common in 2026, assuming all roles pay the same regardless of location is a costly mistake. Some companies adjust for your location’s cost of living. Others pay based on the role regardless of where you live.

Why it hurts you: Accepting a “San Francisco salary” while living in Phoenix might actually be below market for your location. Conversely, expecting San Francisco rates while living in a low cost area might price you out.

The fix: Clarify the company’s approach early: “For remote positions, does your company adjust compensation based on employee location, or do you have standard rates for roles regardless of geography?” Then research salary data specific to that model.

Mistake 5: Accepting the First Offer Without Negotiation

Research on salary negotiation consistently shows that most initial offers have room to move, and employers expect you to negotiate. Yet many candidates accept the first number out of fear of losing the offer.

Why it hurts you: Companies typically build negotiation room into initial offers. By not negotiating, you’re leaving money on the table that was already budgeted for you. That loss compounds every year through raises, bonuses, and future salary negotiations.

The fix: Always negotiate, even if it’s just asking “Is there any flexibility in the compensation package?” The worst they can say is no. More often, they’ll either increase the offer or add benefits you didn’t know were available.

Interview Guys Tip: After receiving an offer, take 24-48 hours to review it. This isn’t playing games; it’s being thorough. Use this time to review the full package, compare it to your research, and prepare your counteroffer. Rushed decisions in negotiations almost always favor the employer.

Handling Different Salary Expectations Situations

The salary expectations question doesn’t always come up the same way. Here’s how to handle different scenarios you might encounter.

When You’re Asked on the Application

More companies are adding salary expectation fields to online applications. While annoying, this is often a screening mechanism to ensure budget alignment.

Your options:

1. If there’s a range posted: Target the middle to upper end of the posted range based on your qualifications
2. If no range is posted but you have research: Provide your informed range with a note like “based on market research for similar roles”
3. If the field is optional: Consider leaving it blank or writing “negotiable based on full compensation package”
4. If the field is required: Err on the slightly high end of your acceptable range to leave room for negotiation

When You’re Asked in the First Phone Screen

Early salary discussions are primarily about budget alignment. The recruiter or hiring manager wants to ensure you’re in the same ballpark before investing time in multiple rounds.

Try this approach:

“I’m definitely interested in finding the right opportunity, and I’m sure we can reach an agreement on compensation. Based on my research of similar roles in [industry/market], I’m targeting the $X to $Y range. Does that align with the budget for this position?”

This shows flexibility while establishing baseline expectations. It also flips the question back to them, potentially revealing their range before you’ve committed fully.

When You’re Asked During Final Interviews

By the final interview stage, you should have a clear understanding of the role and be prepared to discuss specific numbers.

Use this framework:

“I’ve learned a lot about the role through our conversations. Based on the responsibilities, the value I’d bring through [specific relevant experience], and market data for similar positions, I’m targeting $X to $Y for base salary. I’m also interested in understanding the complete package including [mention 2-3 other priorities like bonus, equity, flexibility].”

This demonstrates thoughtfulness while maintaining confidence.

When You’re Transitioning Industries or Roles

Career changes complicate salary discussions because your current compensation may not reflect your new market value.

Frame it this way:

“As I’m transitioning from [old field] to [new field], I’ve done extensive research on market rates for [new role type] with my transferable skills in [relevant areas]. Based on that research and similar positions requiring [specific skills], I’m targeting $X to $Y.”

This approach acknowledges the transition while emphasizing your relevant skills and market research rather than your previous salary.

When You’re Negotiating a Remote Position

Remote work creates unique salary challenges because geographic pay scales vary significantly. Here’s how to navigate it:

First, clarify their compensation philosophy: “For this remote position, how does your company approach compensation? Do you adjust for employee location, or do you have standard rates for roles?”

Then frame your expectations accordingly:

• Location-adjusted pay: “Given I’m based in [city] where the cost of living is [higher/lower] than your headquarters, and based on market data for [role] in [location], I’m targeting $X to $Y.”
• Role-based pay: “Understanding you pay based on the role regardless of location, and based on market data for [role] across your hiring regions, I’m looking at $X to $Y.”

Being clear about the compensation model prevents misaligned expectations later.

Advanced Tactics for 2026 Negotiations

Once you’ve mastered the basics, these advanced tactics can help you maximize your offer.

Use Pay Transparency Data as Anchoring Evidence

If you’re negotiating for a role in a pay transparency state, having screenshots or specific references to comparable job postings is powerful evidence.

Try this: “I’ve researched similar roles at [comparable companies] in [state], and I noticed [Company A] posts $X to $Y for [similar role], while [Company B] posts $W to $Z. Given my experience with [relevant skill], I believe $[your target] is competitive with the market.”

This approach works because you’re not demanding anything. You’re presenting market evidence and asking them to match it.

Highlight Your AI and Tech Fluency

In 2026, AI skills command significant salary premiums. Even if the role isn’t specifically technical, mentioning your ability to use AI tools effectively can justify higher compensation.

For example: “I also want to mention that I’m proficient with [specific AI tools relevant to the role], which I’ve used to [specific achievement]. I know companies are increasingly valuing AI literacy, and I’ve seen that reflected in market data.”

This subtle inclusion can add 20-35% to your perceived value in many roles.

Create Competition by Mentioning Other Offers

If you have other offers or are interviewing elsewhere, you can use this as leverage without being heavy-handed.

The key is honesty and professionalism: “I want to be transparent that I’m also in conversations with [other companies/type of companies]. [Company name] is my first choice because of [specific genuine reasons], and I’m confident we can reach an agreement that reflects the market value of this role.”

This signals that you’re in demand while maintaining enthusiasm for their opportunity.

Negotiate Beyond Base Salary

If an employer can’t meet your target base salary, these alternatives might be available:

• Signing bonus: One-time payment to bridge the gap
• Performance bonus: Higher percentage of bonus eligible for exceptional performance
• Earlier salary review: Six-month review instead of annual
• Additional PTO: Extra vacation days or flexible time off
• Remote work flexibility: Work from home days if not fully remote
• Professional development budget: Funds for courses, certifications, or conferences
• Equity or stock options: Especially at startups or growth companies

Frame this as collaboration: “If there’s limited flexibility on base salary, I’d be interested in discussing [specific alternatives] to bridge the gap.”

Interview Guys Tip: Before accepting any offer, always ask “Is there any flexibility in the total compensation package?” This simple question often reveals negotiation room that wasn’t initially apparent. Document everything in writing before accepting.

Using AI and Data Tools for Salary Research

One of the biggest advantages in 2026 is access to better salary data than ever before. Here’s how to use it effectively.

Best Sources for Salary Research

Start your research with these reliable sources:

1. Glassdoor and Payscale: Search specific job titles at target companies
2. LinkedIn Salary: Filter by location, experience level, and company size
3. Levels.fyi: Especially valuable for tech roles with detailed compensation breakdowns
4. Indeed Salary Search: Shows salary ranges based on actual job postings
5. Government data: Bureau of Labor Statistics provides occupation data by metro area
6. Job postings in transparency states: Real-time market data from states requiring salary disclosure

Cross-reference multiple sources to establish a credible range. Don’t rely on just one data point.

How to Adjust for Your Specific Situation

Raw salary data needs adjustment for your circumstances:

• Experience level: If you have more experience than the “typical” person in the role, target the upper end of the range.

• Specialized skills: Rare or in-demand skills justify premium positioning within the range.

• Company size and stage: Startups often pay less base salary but offer equity. Large corporations tend toward higher base pay and better benefits.

• Location: Adjust for cost of living differences if the role considers geography.

Organizing Your Research

Create a simple spreadsheet tracking:

• Position title and company
• Salary range or specific salary
• Source and date
• Location
• Required experience
• Special notes (equity, bonuses, benefits)

This organized approach helps you speak confidently about market data during negotiations.

Final Thoughts: Confidence Comes From Preparation

The salary expectations question feels intimidating because it combines high stakes with real-time negotiation. But here’s the truth: preparation eliminates most of the anxiety.

When you’ve researched the market thoroughly, practiced your delivery, and developed clear talking points, the question transforms from a threat into an opportunity. You’re not guessing or hoping. You’re presenting well-supported expectations that reflect your value and the current market.

Remember these key principles:

• Lead with data, not needs. Employers care about market value, not your personal financial situation.
• Provide informed ranges, not wild guesses. Tight ranges based on research show professionalism.
• Consider total compensation, not just salary. Benefits, flexibility, and growth opportunities matter.
• Negotiate confidently but collaboratively. This is a discussion, not a confrontation.
• Use the new tools available to you. Pay transparency laws and AI-powered research give you unprecedented access to salary data.

The 2026 job market favors informed candidates who can advocate for themselves based on evidence. Job search strategies that worked five years ago don’t cut it anymore, and salary expectations discussions are no exception.

Do your research. Practice your delivery. Walk in confident that you know what you’re worth and can justify it with data. That confidence alone will set you apart from most other candidates.

You’ve got this.

To help you prepare, we’ve created a resource with proven answers to the top questions interviewers are asking right now. Check out our interview answers cheat sheet:

Related Resources

Looking for more guidance on interview questions and job search strategies? Check out these articles:

• We Reviewed Every Salary Negotiation Study From 2024-2025
• How to Ask for a Raise When Your Boss Says “Not Now”
• The Salary Silence Myth That’s Costing You $10,000 Per Year
• Job Interview Preparation in 2025: The Complete Guide
• How to Negotiate Salary With Zero Experience
• Questions to Ask in Your Interview That Actually Matter
• The 24-Hour Interview Preparation Guide