The expected salary question is one of the most common interview traps. Answering too early or too specifically can cost you lakhs. Here's a strategic approach used by successful negotiators.
Why companies ask early: Recruiters use it to filter candidates (if you're too expensive they may not proceed), to anchor the negotiation low (if you say ₹12 LPA and they were willing to pay ₹18 LPA, you've left money on the table), and to speed up the process. Your goal is to delay giving a number until you have maximum leverage — after they've decided they want you.
Strategy 1 — Deflect (best for early rounds): Say: I'm more interested in understanding the role, team, and growth opportunities first. I've done research on the market for this position and am confident we can align on compensation once we both see a strong fit. This works 70% of the time. If they push again, use Strategy 2.
Strategy 2 — Give a range: If they insist, give a range 15-25% above your target. Example: If you want ₹15 LPA, say Based on my research for this role and experience level, I'm looking at something in the ₹17-20 LPA range, but I'm flexible based on the total package and growth opportunity. Always say based on my research — it signals you've done homework. The range gives you room; the high end is your anchor.
Strategy 3 — Flip the question: What's the budgeted range for this role? I want to make sure we're aligned before we invest more time. Some recruiters will share it. If they don't, you've at least signaled that you're a thoughtful negotiator.
Never reveal current salary first: It anchors you to your past. If you're underpaid, you'll stay underpaid. If forced, say: My current compensation doesn't reflect the market rate for my skills, which is why I'm exploring. I'm focused on the value I'll bring to this role.
When to negotiate: Only after you have a written offer. Never negotiate during the interview — you have no leverage. Once you have the offer, you can counter with data and justification.
