7 Interviewing Tips for How to Talk Compensation

By Stephanie Bickel

You’re in the early stages of a job interview and you’re hit with the question: “What are your salary expectations?”

It seems innocent enough. But answering it too early can limit your options, diminish your leverage, or anchor you too low. You want to be forthright and collaborative, but not boxed in. How do you strike that balance?

Don’t name a number first. Reframe the conversation.

Instead of answering directly, shift focus to the fit, the impact you can have, and your curiosity about the company’s total rewards philosophy. Ask thoughtful questions about the full compensation package, performance expectations, and how the company invests in leadership potential. When it’s time to talk numbers, use a range and frame it relative to the responsibilities and expected results of the role.

Here's the Myth: Being transparent about your salary early shows honesty and builds trust.

It may actually hinder your ability to be evaluated fairly. The company may not yet understand your full value, and you haven’t yet seen what the role truly entails. Instead, transparency comes from how you engage in the process—being strategic, inquisitive, and mission-aligned.

However, if you share your number first, you might inadvertently set a ceiling.

The good news: When you delay and reframe the conversation, you gain valuable insight into their priorities, expectations, and flexibility. You position yourself as both a serious candidate and a strategic communicator.

According to Harvard Business Review, candidates who delay salary discussions until after role scope is clear are 23% more likely to receive offers above their original expectation. Also, 70% of hiring managers report being more impressed with candidates who express thoughtful curiosity about the company’s compensation philosophy over those who simply ask about salary.

A VP candidate was approached for a leadership role at a high-growth tech firm. When asked about salary expectations in the initial recruiter screen, she said:

“I’d love to learn more about the scope and success measures for this role before putting a number on it. I’m confident we’ll find alignment if it’s the right mutual fit.”

She advanced, built strong rapport with multiple executives, and only discussed numbers after fully understanding their bonus structure, equity vesting, and growth trajectory. She received an offer 18% above what she would have originally quoted.

Here are 7 tips to help you talk compensation:

1. Don’t lead with your number: Opening with your salary can trap you in a corner. Let them reveal their hand first while you gather intel.

2. Reframe the question to focus on fit: Shift the spotlight from money to mission, showing you care more about alignment than just the paycheck.

3. Request the full compensation picture: Salary is just one tile in the mosaic—ask about bonuses, equity, benefits, and development opportunities.

4. Avoid anchoring too early: Dropping a number too soon is like locking in your bid at an auction before seeing what’s on the block.

5. Use a thoughtful, role-based range when needed: When pressed, offer a range that’s rooted in the responsibilities, not your past pay.

6. Research the company’s comp philosophy: Knowing how a company rewards leadership helps you ask smarter questions and align your pitch.

7. Signal flexibility and collaboration: Emphasize mutual fit and potential over rigid demands—it builds trust without sacrificing leverage.

   
   

   BONUS: Let your interest in the mission shine: Demonstrating you’re driven by purpose, not just pay, sets you apart as a senior-level communicator.

Imagine walking into a new leadership role knowing your compensation matches not only your skills and experience, but your impact potential. You’re clear on your value, aligned with the company mission, and positioned for growth. You didn’t settle early. You led with curiosity, clarity, and confidence—hallmarks of senior leader communication.

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