Research a defensible number before opening the form.
Start with the range in the posting. Compare it with pay for the occupation and location, then account for seniority, responsibilities, hours, benefits, and any bonus or equity. The US Bureau of Labor Statistics publishes occupation and area wage tables; the US Department of Labor’s Salary Finder is another starting point. These are market references, not a personalized offer or a guarantee of what one employer will pay.
Decide your target and the lowest offer you would seriously consider, including the full compensation package. You do not have to reveal that private floor in the application. If the employer has posted a range, use it as context rather than guessing a number with no connection to the job.
Examples for each salary field type.
These are formats, not recommended pay amounts. Replace every example with a figure supported by your role, location, and circumstances.
| Field | Example answer | Check |
|---|---|---|
| Optional | Leave blank, if you prefer to discuss compensation later. | Confirm that the field is truly optional. |
| Required free text | “For this role, I’m targeting a base salary of $X–$Y, depending on responsibilities and total compensation.” | Use a researched range you would genuinely consider. |
| Required numeric only | Enter your researched target as a number, such as 90000 if $90,000 is genuinely your target. | Check annual versus hourly, currency, and whether the form expects base or total compensation. |
| Minimum and maximum | Enter a realistic lower and upper bound you could explain in a conversation. | Do not enter a minimum below what you would actually consider. |
| Dropdown bands | Choose the band that contains the pay you are seeking. | Check whether the bands refer to annual, hourly, base, or total pay. |
If a free-text field allows it and you lack enough information, you can ask for the employer’s budgeted range: “Could you share the range for this role? My expectation depends on its scope and total compensation.” A numeric-only form may not accept that response. The salary response pickerhelps you adapt wording to the field in front of you.
Do not confuse expected pay with past pay.
“What are your salary expectations?” asks about this job. “What was your last salary?” asks for history. Some US jurisdictions restrict salary-history questions, but coverage and exceptions differ. Do not assume a rule in one state applies to every posting. The US Department of Labor explains the purpose and variation of salary-history bans. For a particular job, check the current official state or local guidance.
Likewise, pay-posting rules vary by location and employer. If a range should appear but does not, ask the employer or consult the relevant labor agency rather than relying on an undated state list. The separate pay-transparency guideis a starting point, not a substitute for the current law where the job is based.
Review the value before you submit.
- Check whether the question asks for base, total, hourly, or annual compensation.
- Use the currency and unit the form requests.
- Make sure your range matches what you would seriously discuss.
- Remove placeholder numbers and any pasted salary from a different role.
- If autofill supplied the value, confirm it did not fill salary history instead of expectations.
Applicant systems can use screening questions, but their rules are set by each employer. Do not assume every salary field triggers an automatic rejection or that one “safe” number works everywhere. The best defensible answer is accurate, role-specific, and reviewable later.