Answering the “salary expectations” question on LinkedIn can be tricky. You want to provide a number that accurately reflects your worth, without pricing yourself out of jobs or leaving money on the table. Here are some tips on how to best handle this common LinkedIn query.
Should you provide a salary range?
Generally, it’s better to give a salary range rather than a single number. A range leaves room for negotiation and shows you’re flexible. For example, “My salary expectations are $80,000 to $90,000.”
Some experts recommend making the range around 10-15% of the number you’d ideally like to get. So if your target salary is $85,000, suggest $75,000 to $95,000.
A wide bracket also lets employers know you’re open-minded. A tight range like $82,000 to $83,000 seems rigid.
When is it okay to give one number?
In some cases, a single number is appropriate on LinkedIn:
- If you have a precise figure in mind based on extensive market research of what the role pays
- If you’re currently earning that exact salary and expect to maintain it
- If you’re applying for public sector or union jobs with lockstep pay grades
Even then, consider adding “plus benefits” or “flexible on rate” to indicate it’s not your final offer.
How much research should you do?
Do some homework before stating any numbers on LinkedIn. Sources to consult include:
- Salary sites like Glassdoor, Payscale, Indeed, or Salary.com
- Industry associations
- Colleagues and connections
- Job listings for similar roles
Look at ranges, but also note typical base pays, bonuses, stock options, and benefits. Location makes a huge impact too.
Aim for the 75th percentile of your market value – not the absolute top or bottom.
Some red flags in your research:
- Most online salary sites skew high
- Samples are self-reported or limited
- Ranges for a job title can be wide
- Data changes quickly
So take any salary sites as general guidance only.
How do you format the answer on your profile?
Putting your salary range right in the summary headline is ill-advised. That prime real estate is better used for selling your value proposition.
The LinkedIn “Target Salary” field is one option. But many recruiters caution against filling it in. It can prematurely screen you out before assessing skills and experience.
The best places for salary expectations are:
- In the “About” section
- In your cover letter
- In initial recruiter conversations
Phrase it professionally, such as:
“I’m targeting compensation in the range of $X to $Y annually for this type of opportunity in the Chicago area.”
Other phrases to try:
- “My salary requirements are in line with the market rate for this role and experience level.”
- “I’m flexible on compensation and open to discussing a package commensurate with the position’s responsibilities.”
- “I look for employers who value this field appropriately and invest in their people.”
What if you’re asked the question directly?
Some recruiters may insist on knowing your number upfront before proceeding. In that case, answer honestly based on your research.
But turn the question around and ask for their range first. Say: “I want to make sure we’re aligned on the compensation parameters for this opportunity. What is the approved budget or standard salary band?”
This gets them sharing info first. If their range is lower than expected, emphasize your flexibility.
Other ways to redirect:
- “I want to learn more about the core duties and expectations before discussing exact compensation numbers.”
- “I’m sure your company has standard salary guides and pay grades for this type of role. Perhaps you could share those?”
- “Compensation is important but not my sole focus. I want to ensure this position is a good match in all respects before delving into money details.”
Should you state your current salary?
Your existing earnings should not dictate your next level pay. But some recruiters still ask about current salary on LinkedIn.
Declining to state it is perfectly acceptable. Say it’s confidential if needed.
Or give a broad range at least 25% above current, so you aren’t lowballed. For example, “I’m earning in the low $70Ks currently, but am targeting $90K+ for my next move based on the desired skill set.”
Other honest ways to demur on current pay:
- “My compensation depends heavily on annual bonuses and equity, so my base salary alone doesn’t accurately reflect my total earnings.”
- “I have a competitive total rewards package, but let’s discuss numbers based on this new position’s requirements.”
- “I prefer not to cite my exact current earnings. But I can confirm this role would be a step up in responsibility from my present job.”
When is it okay to go low or high?
Floating a wide range like $40K-$120K just to get any offers seems unwise. Employers may doubt you have a real sense of your worth.
However, it’s fine to go modest if the role or company is an exceptional fit where you’re eager to get your foot in the door. Just be sure the baseline covers your bare minimum to live on.
At the other extreme, asking for an ultra-high salary also carries some risk. But proposing above market rates can work if:
- You have rare, in-demand skills
- You will bring major value and ROI
- The company has deep pockets
- You’ll still consider lower offers
The main downside is pricing yourself out before being fully assessed.
Tips if you do go big:
- Say “up to” a certain figure to sound more flexible
- Note you’re open to incentive-based pay like bonuses
- Emphasize you can deliver proportionally large results
Should you state your bonus or perks?
Listing your full compensation package beyond base salary is fair game. Bonus percentages, stock options, car allowances, and other perks validate why you expect a higher overall number from the next job.
But don’t get too granular. Say “10% annual performance bonus” rather than the exact bonus dollar amount. And only cite the perks that are standard for your field and level.
Focus more on the value you will bring, not just what you want to receive.
How much does location factor in?
Where you live plays a huge role in competitive compensation:
| City | Average Salary |
|---|---|
| San Francisco | $150,000 |
| New York City | $125,000 |
| Denver | $95,000 |
| St. Louis | $75,000 |
The same job pays differently in NYC vs. St. Louis. Research typical local rates, cost of living, and market demand. Then adjust expectations upward or downward accordingly.
Highlight if you have location flexibility too. Being open to relocate can expand options. Just don’t sell yourself short accepting an offer far below your worth.
Should you negotiate once you get an offer?
Absolutely! Consider your stated salary expectations just a starting point. Employers rarely offer the absolute maximum upfront.
Once they make you an offer, politely ask if there’s flexibility. Employ these negotiation tips:
- Remain positive – “I’m thrilled you see my value, and I know compensation is often negotiable here.”
- Get them to counter – “I was hoping for $X based on my research – is there any way to get closer to that?”
- Note other perks that could substitute – “If that salary can’t budge, perhaps we could discuss adding a signing bonus or extra PTO?”
- Ask for time to consider it – this puts pressure on them to improving before losing you
With the right approach, you may well end up with your dream salary after initially stating a lower expectation. The key is backing up your worth and negotiation skills.
Conclusion
Answering the “salary expectations” question on LinkedIn can feel like a minefield. But a bit of planning makes it manageable. Do your market research, state a reasonable range, and explain your flexibility. With the right framing, you can give an honest number that gets you hired without leaving money on the table. Then negotiate firmly but positively once they extend an offer.
