The Biggest Setup Question in a Recruiter Phone Interview: “What is your salary requirement?”

Recruiter Girlie
Jun 8, 2025
3 min read

Updated: Jun 23, 2025

If you’ve been job hunting for a while, you’ve likely come across this question early in many Recruiter conversations: 👉 “What is your salary requirement?”

At first glance, it seems like a logical question. After all, companies want to know if your expectations align with their budget. But here’s the truth: It’s one of the biggest setups of the entire interview process. And if you don’t approach it strategically, you could cost yourself thousands of dollars — or even the job. Let’s unpack why.

1. It Puts You on the Defensive — Too Early

Most recruiters ask this question during the very first phone screen — sometimes before you even fully understand the role, its expectations, or the benefits package.

At this point, you’re negotiating in the dark:

You haven’t met the hiring manager.
You haven’t seen the full scope of responsibilities.
You don’t know if the job will require more than advertised.
You haven’t learned about the perks (or lack thereof).
You haven’t assessed if this is a desirable company culture.

Yet you're being asked to commit to a number.

👉 And whatever number you say now will likely anchor the rest of your salary conversations.

2. It Gives Employers the Upper Hand

If you state a number that is:

✅ Too low: You may lock yourself into a salary well below market value. Companies rarely volunteer to pay more than what you initially said.

✅ Too high: You risk being screened out entirely — before anyone even evaluates your skills and value.

Recruiters often use this question to filter candidates early, not to set you up for success later. It’s about managing their budget, not about maximizing your worth.

3. It Can Be Used to Justify Pay Inequity

One of the reasons this question is controversial is that it can unintentionally perpetuate pay gaps — especially for women, minorities, and historically underpaid professionals.

If your past salary was below market, and you base your requirement off it, you’re at risk of continuing to be underpaid — even if your skills are worth far more. That’s why some states have passed pay transparency laws making it illegal for employers to ask about salary history. But asking about “requirements” is still legal in most places — and used frequently.

4. You Haven’t Proven Your Value Yet

The best time to discuss compensation is after you’ve demonstrated your value — not at the first hello. When you’ve had a chance to showcase your experience, results, and fit for the company, you’ll be in a much stronger negotiating position. Don’t give away your leverage too soon.

So, How Should You Handle It?

Here are a few ways to navigate this setup question tactfully:

💬 Deflect politely: "Before we discuss numbers, I’d love to learn more about the full scope of the role and expectations. I’m confident we can find a number that works for both sides once I have a better understanding."

💬 Ask for their range first: "I’m flexible depending on the total package. Could you share the range you’ve budgeted for this position?"

💬 Provide a range if absolutely necessary: If pressed, give a broad, market-researched range — and emphasize flexibility. "Based on my research and experience level, I’d expect something in the range of $X to $Y, depending on the full scope and benefits package."

Bottom Line

When a Recruiter asks about your salary requirement on the first call, it’s not because they want to offer you the best deal. It’s because they want to protect their budget and streamline their pipeline.