What Salary Should I Ask For?

How to choose a salary number to ask for

Pick a range rather than a single figure, and anchor both ends to real data. A common approach is to set the bottom of your range at or slightly above the median for your occupation and location, and the top near the 75th percentile if your experience and responsibilities justify it. Be able to explain why each end of the range is reasonable for the specific work you do.

When to use median vs upper-range figures

The median is a solid reference point for someone doing the standard version of a job. Upper-range figures (75th and 90th percentile) tend to reflect longer experience, harder-to-fill specializations, demanding hours, larger employers or higher-paying industries. If none of those apply to your situation, quoting the top of the range without support will be hard to defend.

How experience and specialization affect the number

Percentiles are not experience levels, but experience is one of the biggest reasons people sit at different points in the range. Certifications, licenses, supervisory duties, technical specializations and scarce skills often move pay upward. So do industry and employer size. Look at the spread on a state page such as software developer salary in Texas to see how wide that spread can be.

How to answer "What are your salary expectations?"

Give a researched range and say what it is based on. For example: "Based on published wage data for this occupation in this state, the typical range is X to Y. Given my experience and the scope of this role, I'm looking for somewhere in the upper part of that range." Then ask what range the employer has budgeted, so you learn as much as you share.

Why total compensation matters

Base salary is only part of the picture. Bonus, overtime, shift differentials, health coverage, retirement contributions, paid time off, training and schedule flexibility all carry real value. When you compare two offers, compare the whole package — and note that wage benchmarks generally reflect wages and salaries, not the full value of benefits.

Salary negotiation mistakes to avoid

• • Naming a number with nothing behind it.
• • Using a national figure when your state's benchmark is very different.
• • Quoting a broad occupation group instead of your specific occupation.
• • Ignoring benefits, overtime and other parts of total compensation.
• • Treating a benchmark as a promise rather than a reference point.

This page is general information, not legal, career or financial advice.