“What are your salary expectations?” can feel like a test with a hidden right answer. It is not. The useful preparation is to understand a reasonable range for this particular role, decide what you would accept, and explain your thinking calmly if the question comes up.
This guide looks closely at salary discussions. LinkedIndian’s guide to common UK interview questions for Indian professionals covers broader interview preparation; here, we’ll focus on researching a range, choosing what to say at different stages and handling the question without guessing or underselling yourself.
Research a range that fits the role
Start with the advert. If it gives a salary band, check that you understand whether it is a fixed range, a starting salary or a broader band linked to experience. If no figure is shown, compare genuinely similar roles: look at responsibilities, seniority, location, sector and required specialist skills, rather than matching on job title alone.
Use more than one source where possible. Recent job adverts can show what employers are currently offering. Professional bodies, reputable recruitment salary guides and recognised pay datasets can add context. The Office for National Statistics’ Annual Survey of Hours and Earnings includes earnings information by occupation, with detailed figures and explanatory notes. It is useful context, but its occupation categories may be broader than your exact job, and the data is not a personal salary quote. 1
Prospects recommends checking any salary range in the job description and researching comparable roles when preparing an answer. 2 Treat any online average as one clue, not a promise of what a particular employer will pay.
Compare like with like. Ask yourself whether the role is London-based or elsewhere, whether it includes management responsibility, and whether the advertised pay includes commission or a bonus. Also note what the figure covers: base salary, variable pay, pension, benefits and working pattern can materially affect how two offers compare.
Decide three figures privately before the conversation
Before the interview, write down three numbers for yourself:
- Your target: a figure or narrow range you would be pleased to agree, based on your research and the role.
- Your acceptable level: the lowest overall offer you would realistically consider, given your circumstances and the full package.
- Your walk-away point: the point below which you would prefer not to accept, after weighing the role and any non-salary factors.
These are planning tools, not figures you need to disclose. Be honest with yourself about whether your acceptable level is based on the market, your needs or both. Your personal financial needs matter to your decision, but the employer may be assessing the role’s budget and the evidence you bring to it. Do not pick an artificially low number simply because you worry that asking for a fair amount will seem impolite.
A range should be one you could accept across its span. Avoid saying, for example, “£40,000 to £60,000” if you would only accept something close to the top. That range tells the employer little about what you actually expect.
If the question comes up early
If salary is raised before you have enough information about the role, you can ask for context rather than rushing to name a number. That is a choice, not a guaranteed tactic; the employer may still want an answer at that stage.
You could say:
“I’m still learning about the responsibilities and the overall package. Could you share the salary range budgeted for the role? I can then say whether we’re broadly aligned.”
If the employer cannot share a band, or asks you to give your expectations, offer a researched range and keep the door open to discuss the complete package:
“Based on comparable roles and the responsibilities we’ve discussed, I’m looking in the region of £X to £Y. I’d also want to understand the full package and how the role is scoped.”
Fill in X and Y only after your research. Do not present a generic example range as if it were a current UK benchmark. The figures will differ by role, sector, location and experience.
If you are asked after discussing the role
Later in the process, you may have a clearer understanding of the responsibilities and a better chance to explain how your experience fits. Keep your answer concise and link your expectation to relevant evidence, such as specialist skills, the level of ownership or comparable roles—not a long defence of your personal worth.
For example:
“The role’s focus on [responsibility] matches my experience in [relevant area]. Based on that and the market information I’ve reviewed, I’d be targeting around £X to £Y, depending on the full package and expectations for the role.”
This is a starting point, not a script you must use word for word. Use language that feels natural to you. If the employer has already stated a band, ask how they decide where someone sits within it and what factors affect progression.
If their range is lower than yours
First, check that you are comparing the same things. Is the figure base salary or total compensation? Is a bonus discretionary or guaranteed? What are the pension contribution, hours, location expectations and other benefits? Do not assume that a benefit makes up the difference until you know its value and terms.
If the gap remains, be direct and courteous:
“Thank you for explaining the range. I had been targeting closer to £X, based on [brief reason]. Is there flexibility in the salary, or could you explain how the package is structured?”
The answer may be yes, no or “we need to check”. You can ask about the decision timeline. If there is no flexibility, consider whether the role still works for you before agreeing; there is no need to decide on the spot. The targetjobs guide for graduates also suggests researching comparable salaries, explaining your reasoning and considering whether a range leaves room for discussion. It is older graduate-focused guidance, so use it as a prompt, not a universal rule for every sector or career stage. 3
If they ask about your current or previous salary
You can bring the conversation back to the role you are discussing. For example:
“I’d prefer to focus on the responsibilities and budget for this position. Based on what we’ve discussed, I’m looking for around £X to £Y. Could you share the range you have in mind?”
If you choose to share your current pay, do so accurately and only if you are comfortable. You can also explain that your current package may not be a direct comparison because the responsibilities, benefits or working pattern differ. Avoid inventing another offer or a salary figure: inaccurate claims can damage trust and leave you with a decision based on false information.
Be clear about the whole package and get an offer in writing
Salary is important, but it may not be the only term that matters to you. Ask appropriate questions about bonus arrangements, pension, holiday, working hours, location or hybrid expectations, and review timing. Do not treat vague possibilities as guaranteed compensation. If a decision depends on a promised bonus, review or benefit, ask for the terms in writing before you rely on it.
An interview discussion is not necessarily a final offer. When an offer arrives, review the written terms and ask for time to consider them if you need it. If you want to negotiate, make a specific, evidence-based request and keep the conversation professional. This is general career guidance, not legal advice; get qualified advice if you need help understanding contractual terms.
For a role-specific set of practice questions, LinkedIndian’s Interview Prep Pack uses the job description and your CV to prepare likely questions and answer starting points. It is a practice aid, not a guarantee of an offer. If you are seeking a rise in your current job rather than negotiating pay for a new role, see LinkedIndian’s separate guide to asking for a pay rise in the UK.
A quick preparation checklist
Before the interview, make sure you have checked the advert and its salary details, compared similar roles using more than one source, decided on your target and minimum privately, and practised a brief answer in your own words. Be ready to ask about the budgeted range or the wider package if those details are still unclear.
You do not need to apologise for discussing pay, and you do not need to accept a figure before you have considered it. A researched range, a clear explanation and a willingness to understand the full offer can help you make a more informed decision—without pretending that one approach fits every candidate or employer.