Read the range before you enter a number.
A range is a starting point, not an individualized offer. Compare the job's location, seniority, responsibilities, hours, and benefits with your own target. A $90,000–$110,000 base-salary band, for example, differs from a band that includes bonus or equity. Confirm whether the form asks for annual or hourly pay and uses the same currency as the ad.
If your researched target falls within the posted band, you can give that target in a numeric field or a defensible range in a free-text field. If the band is below what you would consider, do not enter a lower number merely to proceed. Ask whether the budget is flexible or focus on better-matched roles. The salary-expectations guide has examples for each field type.
What if the posting has no range?
You can ask: “Could you share the budgeted base-salary range for this role?” If a numeric-only field must be completed first, research a figure for the occupation and location instead of entering a dummy value. The US Bureau of Labor Statistics publishes occupation and area wage data, and the US Department of Labor provides a Salary Finder. These are market references, not a guarantee of an employer's budget.
A missing range does not by itself establish that the employer broke a law. Coverage can depend on where the job is performed, where the employer operates, employer size, and the current rule. Check the relevant labor agency if you need a legal answer.
Examples of rules—and why location matters.
These examples are not a complete state-by-state legal inventory. They illustrate how different rules can be:
- California: The California Labor Commissioner explains the state's job-posting pay-scale requirements and when an applicant may request a pay scale.
- New York State: The New York Department of Labor explains which covered employers and job postings require a good-faith compensation range, including rules for certain remote work.
- Colorado: The Colorado Department of Labor and Employment guidance covers pay information and other required details in covered job notices.
- European Union: The European Commission describes giving candidates starting pay or a range in the vacancy notice or ahead of the interview. Check the implementing law in the particular member state.
Salary expectations and salary history are different questions.
“What do you expect to earn here?” asks about this job. “What did you earn at your last job?” asks about salary history. Some jurisdictions limit salary-history inquiries. The US Department of Labor summarizes the purpose and variation of salary-history bans. For a specific application, consult the current rule where it applies; do not assume a ban in one state covers every employer or remote role.
If a form asks for past pay and you are unsure whether the question is permitted, ask the employer to clarify the purpose and applicable location. Do not present an expected-pay figure as your past compensation.
Before submitting, check the actual field.
- Does it ask for expected pay, minimum acceptable pay, or salary history?
- Does it mean annual or hourly pay, and base or total compensation?
- Does your entry reflect a figure you can explain and would really consider?
- If it is optional, would you prefer to discuss pay after learning more?
- Did autofill bring over a number from a different role or location?
Application screening is configured by each employer. There is no universal salary number that guarantees progression, and no evidence that a particular placeholder triggers automatic rejection everywhere. Accurate, role-specific answers are more useful than trying to outguess an unseen filter.