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What to Put in the “Expected Salary” Box (When It Only Accepts a Number)

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What to Put in the “Expected Salary” Box (When It Only Accepts a Number)

You’re cruising through an application… then you hit Expected Salary.

No range. No context.

And the field only accepts a single number.

If you’ve ever stared at that box thinking *“Whatever I type will be used against me”* — you’re not alone.

This guide gives you a clear, low-drama way to answer without lowballing yourself or accidentally auto-filtering yourself out.

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Why this question exists (and why it feels like a trap)

Companies ask for salary expectations for three main reasons:

1) Budget fit: they don’t want to spend time interviewing someone they can’t afford.

2) Screening: sometimes it’s used like a “knockout” filter (too high → rejected).

3) Leverage: if you type a low number, some employers will happily accept it as your ceiling.

You can’t control why they ask — but you *can* control how you answer.

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The rule: enter a number you can defend, not a number you’ll regret

If the form forces one number, don’t type your “dream number” and hope.

Don’t type your “panic number” either.

Type a number that:

  • you would accept without resentment
  • reflects a reasonable market level
  • still leaves room to negotiate total compensation later

Think of this as your Defensible Ask.

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Step 1: If the job post includes a pay range, do this

Option A (most common):

Enter a number in the upper half of their range if you meet most requirements.

Option B (if you’re a stretch candidate):

Enter the middle of the range.

Avoid: entering above the posted max unless you already have a strong signal that they can stretch.

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Step 2: If there is NO range, use the 3-number method

Before you fill the box, define these three numbers:

1) Your Floor (walk-away number)

The minimum you’d accept for *this* role without instantly continuing your job search.

2) Your Target (the number that feels fair)

Market-aligned, based on your skills + scope + location.

3) Your Stretch (if everything is perfect)

Your ideal number if the role is high-impact, the company is strong, and the package is great.

What you enter in the numeric-only box:

➡️ Your Target (or slightly below it if you want to reduce filter risk)

Why? Because your Target is defensible and doesn’t accidentally anchor you at your Floor.

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Step 3: How to calculate your Target in 5 minutes

You don’t need perfect data — you need a reasonable anchor.

1) Look up the role title in your city (or the company’s HQ if remote pay is anchored there) on 2–3 sources (salary sites, recent postings, peers).

2) Choose a middle-ish market number.

3) Adjust:

  • +5–15% if you strongly match and bring scarce skills
  • -5–10% if you’re pivoting industries or missing a key requirement

Your Target = Market middle ± adjustment

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“But what if the system auto-rejects high numbers?”

Then you want a Target that’s close enough to survive while still protecting your value.

A practical approach:

  • If you suspect harsh filtering, enter Target - 5%
  • If you feel confident and qualified, enter Target or Target + 5%

The point is: stay within a plausible band so you’re not eliminated before a human ever sees you.

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What if you want to avoid giving any number?

Sometimes the best answer is “I’d rather discuss this later”… but the form won’t allow it.

Here are realistic options, with trade-offs:

Option 1: Enter your Target (recommended)

  • ✅ professional and defensible
  • ✅ avoids looking evasive
  • ✅ preserves leverage better than a low number

Option 2: Enter your Floor (only if you need interviews fast)

  • ✅ reduces rejection risk
  • ❌ can anchor you low if they treat it as your ceiling

Option 3: Enter 0 / 1

  • ✅ sometimes forces a conversation later
  • ❌ can trigger validation errors or make you look unserious

Use only if you’ve seen it work in your industry and the system accepts it.

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If there’s a comments box, paste this (copy/paste)

> “Open to discussing compensation based on scope and total package. My expectation is aligned with market rates for this role and level.”

That line helps if someone later tries to treat your number as non-negotiable.

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If a recruiter asks again later, use this script

“Based on market data and the responsibilities we discussed, I’m targeting $X–$Y depending on the total compensation package. What range have you budgeted for the role?”

It’s calm, professional, and moves the conversation to the only thing that matters: their budget range.

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Where HyperApply fits

Salary conversations get easier when you have options — and options come from getting more interviews.

If you’re applying broadly but don’t want to send the same generic CV everywhere, HyperApply helps you move fast while staying role-specific:

  • open a job listing you’re already viewing
  • generate a tailored CV PDF from your base CV + that role’s requirements
  • review/edit/decide — you stay in control

Helpful pages:

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TL;DR (save this)

  • Numeric-only salary field: enter your Target, not your dream number, not your panic number.
  • Build Floor / Target / Stretch in 5 minutes.
  • If you suspect filters, enter Target - 5%.
  • Add a short note if possible: “open to discuss total comp.”