Real-world examples of how to provide a salary range in interviews

Examples of how to provide a salary range in different interview situations

Instead of talking theory, let’s jump straight into real examples of how to provide a salary range you can actually use. Then we’ll break down why they work and how to adjust them for your own numbers.

Imagine you’ve researched the role on sites like BLS.gov and Salary.com, looked at a few postings on LinkedIn, and you know the reasonable band for this job in your city is around \(80,000–\)95,000. Here’s how that can sound in real life.

Example of a confident, data-backed salary range

This is great when you’ve done your homework and the recruiter seems straightforward.

Example answer:
“Based on my research and the scope of this role, I’m targeting a range of \(85,000 to \)95,000. That lines up with what I’m seeing for similar positions in this market. Of course, I’m open to discussing the full compensation package, including benefits and bonus.”

Why this works:

• You give a clear range instead of dodging the question.
• You signal you’ve looked at market data, not just guessed.
• You leave room for negotiation by mentioning the full package.

If you want more real examples of how to provide a salary range with data, you can pull numbers from the U.S. Bureau of Labor Statistics or similar sources and simply reference them: “Based on what I’ve seen from BLS data and current postings…”

Example of a salary range when you’re underpaid now

Maybe you’re making \(60,000 but the market for this role is \)80,000–$95,000. You don’t want your current pay to anchor you too low.

Example answer:
“In my current role I’m at \(60,000, which I’ve learned is below market for the responsibilities I’m handling. For this opportunity, given the scope and the market range I’ve seen, I’m targeting \)80,000 to $90,000. I’m excited about the role and I’m looking for something aligned with that range.”

Why this works:

• You acknowledge your current salary without letting it define your value.
• You clearly state the higher range you’re targeting.
• You stay professional and forward-focused.

This is one of the best examples of how to provide a salary range when you’re trying to “reset” your market value without sounding bitter or defensive.

Example of how to provide a salary range when you’re changing careers

Career changers often worry they’ll sound unqualified if they ask for fair pay. You can balance humility with confidence in your transferable skills.

Example answer:
“Since I’m transitioning from education into learning and development, I know I may be on the lower side of the typical range at first. From what I’ve seen for entry- to mid-level L&D roles in this area, a range of \(70,000 to \)80,000 would feel fair, depending on the overall package and growth opportunities.”

Why this works:

• You acknowledge the transition without underselling yourself.
• You anchor to the market for the new field, not your old salary.
• You show flexibility while still giving a concrete range.

If you’re looking for more examples of examples of how to provide a salary range as a career changer, this structure—“I know I may be at the lower side of the range at first, but based on X, a range of Y–Z feels fair”—is a reliable template.

Example of a salary range for remote or hybrid roles

Remote work has changed pay conversations. Some companies pay based on company HQ, others on your location.

Example answer:
“For a remote role like this, I’ve seen a wide range depending on location. Based on my experience level and similar fully remote roles, I’m targeting \(100,000 to \)115,000. I’m open to hearing how your company structures compensation for remote employees as well.”

Why this works:

• You acknowledge the complexity of remote pay.
• You still give a clear range.
• You invite them to explain their structure, which gives you more info for negotiation.

This is one of the best examples of how to provide a salary range when you genuinely don’t know their internal pay strategy but still want to sound prepared.

Example of a salary range when the posting already lists a band

More job postings now include salary ranges, especially in states with pay transparency laws (for example, see guidance from Colorado.gov). If the posting says \(90,000–\)110,000, you don’t need to reinvent the wheel.

Example answer:
“I noticed the posted range of \(90,000 to \)110,000. Based on my experience leading similar projects, I’d expect to be toward the upper half of that range, roughly \(100,000 to \)110,000, depending on the bonus structure and benefits.”

Why this works:

• You show you read the posting and respect their range.
• You position yourself within that range based on your value.
• You still leave room to talk about the overall package.

If you want real examples of how to provide a salary range when a band is listed, this approach—“I saw your posted range; here’s where I see myself within it”—is simple and effective.

Example of a salary range when you truly don’t know the market yet

Sometimes you’re early in your research or the role is unusual. You can gently turn the question back to them while still signaling a ballpark.

Example answer:
“I’m still learning about typical compensation for roles with this mix of responsibilities. My initial sense is that something in the \(75,000 to \)85,000 range could be appropriate, depending on the expectations and benefits. Can you share the range you’ve budgeted for this position?”

Why this works:

• You don’t flatly refuse to answer.
• You offer a tentative range, but clearly frame it as flexible.
• You invite them to put their cards on the table.

This is one of the more realistic examples of how to provide a salary range when you’re early in the process and don’t want to lock yourself in too tightly.

Example of how to provide a salary range when pushed for your current pay

Some states limit employers from asking about salary history, but not all. If they ask directly, you can stay honest while steering back to your expectations.

Example answer:
“In my current role I’m at \(72,000, but that includes a smaller scope than what we’re discussing here. For this position, based on the responsibilities and market data, I’m targeting a range of \)85,000 to $95,000.”

Why this works:

• You answer the question without sounding evasive.
• You immediately pivot to the range that actually matters.
• You separate your current job scope from the new one.

If you’re in the U.S., it’s worth checking your state’s rules on salary history questions via your state labor department or resources like the U.S. Department of Labor so you know your rights before the conversation.

Example of a salary range at the final stage of interviews

By the time you’re a finalist, you should have a much clearer sense of the role. You can be more specific and tie your range directly to what you’ve learned.

Example answer:
“Now that I understand the scope—leading the new product launch and managing a small team—I’m targeting \(120,000 to \)130,000 in base salary. That reflects my experience in similar launches and the leadership responsibilities we’ve discussed. I’m also interested in learning more about bonus and equity components.”

Why this works:

• You connect your number to the responsibilities they confirmed.
• You sound decisive and prepared.
• You open the door to discuss other compensation pieces.

This is one of the best examples of how to provide a salary range when you’re close to an offer and want to anchor the negotiation.

How to choose your salary range before you say it out loud

Now that you’ve seen several real examples of how to provide a salary range, let’s talk about how to pick your actual numbers.

Think in three numbers: your target, your floor, and your stretch.

• Your target is what you’d feel genuinely good about.
• Your floor is the lowest number you’d accept without resentment.
• Your stretch is the high end that’s still realistic for your skills and market.

Your spoken range should usually sit between your target and your stretch. You keep your floor to yourself.

For example, if:

• Floor = $80,000
• Target = $90,000
• Stretch = $100,000

Then a spoken range of \(90,000 to \)100,000 makes sense. Many of the best examples of how to provide a salary range in interviews quietly follow this pattern.

To get those numbers, use:

• Government data: BLS Occupational Employment and Wage Statistics for U.S. benchmarks.
• Salary aggregators: Salary.com, Payscale, and Glassdoor for current ranges.
• Networking: Ask a few peers in similar roles, “What’s a fair range for this kind of position in our area?”

Once you have your numbers, plug them into any of the example scripts above and adjust the wording to match how you naturally speak.

Common mistakes when giving a salary range (and better examples instead)

Seeing bad examples of how to provide a salary range can be just as helpful as seeing good ones. Here are a few patterns to avoid—and how to fix them.

Mistake: Being overly vague

“I’m open. Whatever you think is fair.”

This sounds agreeable, but it gives away all your leverage and can signal you haven’t done your homework.

Better example:

“I’m open, but based on what I’ve seen for similar roles, I’m targeting \(75,000 to \)85,000, depending on the full package.”

You’re still flexible, but now you’ve anchored the conversation.

Mistake: Giving a single number too early

“I need $95,000.”

A single number is rigid and easy for them to push down.

Better example:

“I’m targeting a range of \(90,000 to \)100,000, depending on the responsibilities and benefits.”

Now you have space to negotiate while still signaling your level.

Mistake: Apologizing for your expectations

“I know it might be high, but I was hoping for around $80,000?”

The question mark at the end is doing you no favors.

Better example:

“Based on my experience and the scope we’ve discussed, I’m targeting \(80,000 to \)90,000.”

Firm, calm, and confident.

When you compare these side-by-side, they become simple, memorable examples of how to provide a salary range without undercutting yourself.

FAQs about giving salary ranges in interviews

Q: Can you give me an example of how to provide a salary range if the recruiter asks in the very first call?
A: Yes. Try something like:

“At this stage, I’m still learning about the role, but based on similar positions I’m targeting \(85,000 to \)95,000. I’m open to adjusting as I learn more about the responsibilities and benefits.”
This lets you answer the question without locking yourself into a number you might regret later.

Q: Should my range be wide or narrow?
A: Most hiring managers prefer a reasonably narrow range—often about 10–15% between the low and high end. For example, \(90,000 to \)100,000 is more useful than \(70,000 to \)110,000. A narrower band shows you’ve thought about your value and the market.

Q: Do I need different examples of how to provide a salary range for nonprofits or smaller companies?
A: The structure stays the same, but the tone can shift slightly. For nonprofits or early-stage companies, you might say:

“I know smaller organizations may have tighter salary bands. For this role, I’m targeting \(65,000 to \)75,000, and I’m also very interested in the mission and growth opportunities.”
You’re signaling that impact and growth matter to you, not just the paycheck.

Q: What if they won’t move on until I give a number, but I really want to hear their range first?
A: You can blend both approaches:

“I understand you need to make sure we’re in the same ballpark. Based on similar roles, I’m targeting around $95,000, but I’d love to hear the range you’ve budgeted to make sure we’re aligned.”
You’ve given them something, but you’re still nudging them to share their budget.

Q: How often should I update my examples of how to provide a salary range?
A: At least once a year, or any time you change industries, locations, or seniority level. Salary trends shift, especially with inflation and remote work norms. Refreshing your numbers regularly—and practicing a few updated scripts out loud—keeps you from walking into interviews with outdated expectations.

If you take nothing else from these examples of examples of how to provide a salary range, remember this: do a bit of research, pick a realistic target and stretch number, and practice one or two phrases until they feel natural. The more you say them out loud, the more you’ll sound like the calm, prepared version of yourself you want employers to see.