The 15-Minute Salary Script: A Busy Professional’s Brainwave Guide to Handling the ‘What Are You Looking For?’ Question

You're in a job interview, and the recruiter asks, 'What are you looking for in terms of salary?' Your brain freezes. Say too little, you leave money on the table. Say too much, you risk being ruled out. This guide gives you a 15-minute script—a practical, step-by-step approach to prepare and deliver a confident answer. We cover the three core strategies (range, pivot, and defer), when to use each, and the common pitfalls that trip up even experienced professionals. You'll learn how to research market rates quickly, how to phrase your response to keep the conversation open, and what to do if the employer presses for a number early. We also include a mini-FAQ on handling remote roles, equity, and benefits. By the end, you'll have a ready-to-use script tailored to your situation, so you can answer the salary question without anxiety and with a clear negotiation path ahead.

Who Needs This Script and Why the Clock Is Ticking

This script is for anyone who has ever felt blindsided by the salary question. You might be a mid-career professional switching industries, a recent graduate with limited data points, or a seasoned executive who hasn't interviewed in years. The common thread: you know that how you answer this single question can set the tone for the entire negotiation, and you want to get it right without spending hours on research.

The '15-minute' framing is intentional. Most of us don't have the luxury of a full day to prepare for every interview. We have a current job, a family, or other commitments. The goal here is to give you a structured process that fits into a lunch break. You'll learn a script that is flexible enough to adapt to different interview styles and company cultures, yet specific enough to prevent you from rambling or underselling yourself.

The stakes are real. According to multiple industry surveys, candidates who fail to prepare a salary answer often accept offers 10–20% lower than those who negotiate. But negotiation doesn't start when you receive an offer—it starts the moment you say your first number. This guide treats that moment as a critical decision point, not a casual conversation. We'll show you how to turn a question that feels like a trap into an opportunity to set expectations and build leverage.

What This Script Is Not

This is not a magic formula that guarantees a six-figure increase. It's a practical framework that works within the constraints of a real interview. We won't tell you to 'always defer' or 'always give a range' because context matters. Instead, we'll help you choose the right approach based on the role, the industry, and the stage of the interview process.

The Core Mechanism: Why Preparation Beats Improvisation

The brainwave behind this script is simple: your brain under pressure defaults to either fight (blurting out a number) or flight (saying something vague and losing control). Neither is good. Preparation replaces panic with a rehearsed response that feels natural because you've practiced it. The mechanism works through three layers: market data, personal floor, and strategic phrasing.

First, you need a realistic range for the role in your location and industry. This isn't about memorizing Glassdoor averages—it's about triangulating data from multiple sources (salary surveys, job postings, professional networks) to arrive at a credible band. Second, you need to know your personal minimum—the number below which you would walk away. This is non-negotiable and should be based on your financial needs, not your ego. Third, you need to phrase your answer in a way that signals flexibility while anchoring the conversation in your favor.

The script works because it addresses the recruiter's underlying concern: they want to know if you are in their budget range. If you answer with a well-researched range that overlaps with their budget, you stay in the running. If you answer with a single number that is too high, you're out. If you deflect without any signal, you may appear evasive. The script balances these tensions by giving you a response that is informative but not committal, confident but not arrogant.

The Psychological Principle: Anchoring and Adjustment

Behavioral economics research (the kind you read in popular business books) shows that the first number mentioned in a negotiation acts as an anchor. Even if both parties know it's arbitrary, subsequent counteroffers tend to cluster around it. By giving a well-researched range, you set a high anchor without sounding greedy. The lower end of your range is still likely above the midpoint of the employer's budget, pulling the final offer upward.

Three Approaches to Answering the Salary Question

There are three main strategies for handling 'What are you looking for?' Each has pros and cons, and the right choice depends on your situation. We'll walk through each one with a concrete example.

Approach 1: The Informed Range

You state a range based on your research, with the lower end being your minimum acceptable number and the higher end being aspirational. Example: 'Based on my research and experience, I'm looking for a base salary between $85,000 and $95,000 for this role.' This works well when you have solid market data and the role is well-defined. It shows you've done your homework and sets a clear anchor. The risk is that the recruiter may latch onto the lower end, so you need to be prepared to justify the higher end during negotiations.

Approach 2: The Pivot to Total Compensation

You broaden the conversation beyond base salary to include bonuses, equity, benefits, and perks. Example: 'I'm flexible on base salary depending on the total package. Could you share the range you have budgeted, and also tell me about the bonus structure and equity?' This is useful when you care about the whole picture, especially in startups or sales roles where variable pay is significant. It also buys you time to gather more information. The downside is that some recruiters may see it as evasive if not delivered smoothly.

Approach 3: The Deferral

You politely decline to give a number first, asking the employer to share their range. Example: 'I'd like to learn more about the role and responsibilities before discussing salary. What range have you budgeted for this position?' This works best early in the process, before you have a full understanding of the role. It keeps your options open and prevents you from anchoring too low. However, some recruiters will insist on a number, and you need a backup plan.

How to Choose the Right Approach for Your Situation

Not all approaches are created equal. The best choice depends on three factors: how much you know about the role, how much leverage you have, and the stage of the interview process. Here is a decision framework to help you pick.

Factor 1: Information Asymmetry

If you have a clear job description and have spoken to someone in the role, you have enough information to give a range. If the role is vague or you're early in the process, deferral or pivot is safer. For example, if the job posting says 'salary commensurate with experience,' you have little data, so deferring is wise. If the posting lists a range, you can use that as a starting point.

Factor 2: Leverage and Alternatives

If you have another offer or are currently employed and happy, you have more leverage. You can afford to be bolder with a higher range or a deferral that signals you're not desperate. If you are unemployed or have few options, you may want to be more accommodating, but still avoid giving a number that is too low. In that case, a range with a lower end that is still acceptable is a good middle ground.

Factor 3: Interview Stage

In early phone screens, recruiters often ask salary expectations to filter candidates. Here, a broad range or deferral is appropriate. In later rounds, when the hiring manager is invested in you, you can be more specific. A common mistake is to give a precise number too early, which locks you in. Save the specifics for when you have the offer in hand.

Trade-Offs and Common Pitfalls: What Usually Breaks First

Even with a good script, things can go wrong. Here are the most common pitfalls and how to avoid them.

Pitfall 1: Giving a Range That Is Too Wide

A range like '$70,000 to $100,000' signals that you haven't done your research. It makes you look unprepared. A good range is no more than 10–15% wide (e.g., $85,000–$95,000). If you are unsure, err on the side of a narrower band that you can defend.

Pitfall 2: Forgetting to Include Non-Salary Components

Many candidates focus only on base salary and forget about bonuses, equity, 401k matching, and remote work flexibility. If the base salary is slightly below your target but the total package is strong, you might still say yes. By pivoting to total compensation, you avoid ruling out good opportunities prematurely.

Pitfall 3: Sounding Too Aggressive or Too Passive

There is a fine line between confident and arrogant. Saying 'I won't accept anything less than $90,000' can come across as inflexible. On the other hand, saying 'I'm open to anything' makes you seem desperate. The scripted range approach strikes a balance: you state your preference but leave room for discussion.

Pitfall 4: Not Practicing Out Loud

Reading a script in your head is different from saying it aloud. Practice with a friend or in front of a mirror. Record yourself and listen for hesitations, filler words, and tone. The goal is to sound natural, not robotic. The 15-minute preparation time includes 5 minutes of practice.

Implementation Path: Your 15-Minute Preparation Routine

Here is a step-by-step plan you can execute in 15 minutes before any interview.

Minutes 1–5: Research the Market Rate

Open two or three salary sources (e.g., Glassdoor, Levels.fyi, LinkedIn Salary). Search for the job title and location. Note the 25th, 50th, and 75th percentiles. If the role is remote, use national data or adjust for cost of living. Write down a range that covers the 50th to 75th percentile—this is your target band.

Minutes 6–10: Determine Your Floor and Stretch Goal

Based on your budget and alternatives, decide the minimum salary you would accept. This is your walk-away number. Then set a stretch goal that is 10–15% above that. Your scripted range should have the lower end at your floor and the higher end at your stretch goal. For example, if your floor is $80,000 and your stretch is $92,000, your range might be $82,000–$92,000.

Minutes 11–15: Write and Practice Your Script

Write down three versions of your answer: one for each approach (range, pivot, defer). Then practice saying them aloud until they feel natural. Focus on your tone—calm, confident, and collaborative. Prepare a follow-up question to keep the conversation moving, such as 'What range have you budgeted for this role?' or 'Can you tell me more about the bonus structure?'

Risks If You Choose the Wrong Approach or Skip Steps

Skipping preparation or choosing the wrong approach can cost you thousands of dollars or even the job offer. Here are the specific risks.

Risk 1: Anchoring Too Low

If you give a number that is below the employer's budget, you may lock yourself into a lower offer. Even if you try to negotiate later, the anchor is set. For example, if you say you're looking for $70,000 and the budget is $80,000–$90,000, the recruiter will likely offer you $70,000–$75,000, thinking they are meeting your expectations. You lose the chance to get the higher end.

Risk 2: Being Ruled Out for Being Too High

If you give a number that is far above the budget, the recruiter may assume you are out of range and not proceed. This is especially risky if you haven't researched the market. A deferral or pivot can prevent this by giving you time to learn the budget before committing.

Risk 3: Losing Credibility with a Vague Answer

If you deflect without any signal, the recruiter may see you as unprepared or difficult. A simple 'I'm flexible' without any context can backfire. The scripted range approach shows you are professional and have done your homework, which builds trust.

Risk 4: Missing Out on Total Compensation

If you focus only on base salary, you might reject an offer that has great equity or bonuses. Or you might accept a base salary that is fine but miss that the benefits are poor. The pivot approach helps you evaluate the whole package.

Mini-FAQ: Quick Answers to Common Questions

What if the recruiter insists on a number before I'm ready?

Use the deferral approach first. If they push again, give a broad range based on your research. For example: 'Based on my research, similar roles in this area pay between $80,000 and $95,000. I'm flexible within that range depending on the total package.' This gives them a number without locking you into a specific figure.

Should I mention my current salary?

In many regions, it's legal for employers to ask, but you are not obligated to answer. If asked, you can say: 'I prefer to focus on the value I can bring to this role rather than my past salary. Based on my research, I'm looking for a range of $X to $Y.' This shifts the conversation to market rates.

How do I handle remote roles with different cost-of-living?

Research the company's location or use national data. Some companies adjust salary based on your location, others pay a national rate. Ask: 'How does your company handle compensation for remote employees? Is it based on my location or the company's headquarters?' Then adjust your range accordingly.

What about equity and benefits—how do I value them?

Equity is tricky. For public companies, you can estimate the value based on current stock price and vesting schedule. For private companies, it's speculative. A rule of thumb: consider equity as a bonus, not a substitute for base salary. Benefits like 401k matching, health insurance, and remote work stipends can be worth 10–30% of base salary. When comparing offers, calculate total compensation including these.

Is it ever okay to give a single number?

Yes, but only if you have strong leverage and are confident in the market rate. For example, if you have another offer at $90,000, you can say: 'I'm looking for $90,000 based on my current offer.' This is a strong anchor, but it can also limit negotiation. Use it sparingly.

Your Next Moves: From Script to Offer

You have the script. Now it's time to put it into action. Here are three specific next steps to take today.

1. Prepare Your Script for Your Next Interview

Identify the next interview on your calendar. Spend 15 minutes researching the market rate, determining your floor, and writing your script. Practice it aloud until it feels natural. If you don't have an interview scheduled, pick a dream job and practice anyway—you'll be ready when the call comes.

2. Build a Salary Research Folder

Create a simple spreadsheet or document where you track salary data for roles you're targeting. Include job title, location, company size, and salary range from multiple sources. Update it monthly. Over time, you'll have a personalized database that makes preparation faster.

3. Practice with a Friend or Mentor

Ask someone to role-play a recruiter asking the salary question. Practice all three approaches and get feedback on your tone and clarity. The more you practice, the more confident you'll be in the real interview.

The 'What are you looking for?' question doesn't have to be a stress point. With this 15-minute script, you can turn it into a strategic opportunity. Prepare, practice, and negotiate from a position of knowledge. Your future self—and your bank account—will thank you.