Quick Fix:
Give a range, not a single number, and check what others in your field typically earn first.
What’s the deal with salary requirements?
Hiring teams often ask for salary requirements early—whether it’s on an application, in your cover letter, or during initial chats. Come 2026, they’ll want clear, straight answers that balance what you bring to the table with what the market actually pays. Throw out a single number too soon, and you might box yourself in. Offer a range instead, and you signal flexibility. Glassdoor’s 2025 Salary Transparency Report backs this up: 68% of job seekers who provided a range landed better offers than those who named a fixed figure.
How should I handle salary requirements step by step?
Your move depends on where and when they ask:
1. When it pops up on an application or online form:
- Type something like “Negotiable based on role and benefits” or drop in a realistic range—for example, “$70,000–$80,000.”
- Don’t leave it blank unless the system lets you; employers often skip candidates who dodge the question.
2. When it shows up in your cover letter:
- Write: “Based on my skills and what I’ve seen in the market as of 2026, I’m looking at a range of $XX,XXX to $XX,XXX, which I’d be happy to adjust once we talk total compensation and duties.”
- Back it up with data: “The U.S. Bureau of Labor Statistics (2025 numbers) puts the median for this job at $75,000.”
3. When they spring it during a quick email or phone screen:
- Try to stall if you can: “I’d love to talk pay once we’re both sure this role is the right fit.”
- If they won’t let up, quote a range 10–20% above what you currently make or your target. Say you’re at $60,000? Try “$66,000 to $72,000.”
- Slip in “total compensation” to hint that benefits, bonuses, and stock could sweeten the deal.
