How to Ask About Salary Before the Interview
Learn when and how to ask about salary early in the hiring process, before the interview, without sounding pushy or ruining your chances of getting the job.
You’ve found a job that looks like a great fit. The responsibilities match your skills, the company seems interesting, and you're thinking about applying. But there’s one thing missing: no salary listed.
Now you’re stuck wondering, “Can I even ask about pay before the interview?” You don’t want to seem pushy or money-obsessed. At the same time, you don’t want to waste your time going through multiple interviews only to find out the pay is way too low.
Asking about salary isn’t rude. It’s practical, especially if you are moving to a new country. And in many cases, it’s the smart thing to do. Let’s discuss when it’s okay to bring it up, how to ask without making it awkward, and what to do if you don’t get a straight answer.
Is it okay to ask about salary before the interview?
Why people hesitate
Let’s be honest. Most job seekers have been told that asking about salary too soon is a red flag.
You might worry that it makes you look greedy or that you’ll get dropped from the process for asking. That fear is real, especially if you’ve had bad experiences before.
But here’s what many people don’t realize: in the right context, asking about salary early isn’t a turn-off. It shows you're being respectful of your time and theirs.
Why it actually makes sense
Think about it. If a job pays well below your expectations, wouldn’t you rather know that up front? It saves you from sitting through three rounds of interviews only to say “no thanks” at the end.
Companies also benefit. They don’t want to invest time in a candidate who will walk away over pay.
Asking about salary early can actually make things smoother. It brings clarity to the process. It helps both sides focus on roles that are truly a match.
When it's totally fair to ask
There are a few situations where asking before the interview is not only okay, but expected:
The job ad doesn’t mention salary at all.
If there’s zero info on pay, you’re not being rude for asking. You’re just looking for basic clarity.A recruiter reached out to you.
If they contacted you first, you have even more reason to ask. You didn’t seek them out, so it’s fair to get a sense of what they’re offering before committing to a call.You’re doing initial screening.
If you’ve been invited for a short intro call, this is often a good moment to ask about the pay range before you move forward.
What happens if you don’t ask
Not asking about salary early can feel like the polite thing to do. You want to come across as interested in the work, not just the paycheck. And you might think that bringing up money too soon will ruin your chances.
But here’s the downside of staying quiet. You could spend hours on applications, screening calls, interviews, and even take-home tasks, only to find out at the very end that the salary is nowhere near what you need. That’s not just disappointing. It’s exhausting.
I’ve heard from people who made it to the final round of interviews, got the offer, and then realized the pay was 30 percent below their minimum. They had to walk away after investing so much time and energy. Others felt pressured to accept low offers just to avoid starting over again. Neither of those outcomes is ideal.
When you don’t ask, you also give up some control. It puts you in a position where you’re reacting to whatever they give you, instead of deciding if the job even fits your basic needs in the first place.
And there’s another thing to keep in mind. Some companies take advantage of this silence. If candidates never ask, they don’t have to reveal their range. They can wait until the very end and offer whatever they think you’ll accept. That’s not always done in bad faith, but it can still leave you in a weaker position when it’s time to negotiate.
So here’s the tradeoff. You can stay quiet to avoid an awkward moment now, but it might cost you much more time and energy later. Or, you can ask a simple, respectful question early on and save yourself the frustration.
It’s not about being pushy. It’s about being honest with yourself. If salary matters, and for most people, it does, it’s better to know sooner than later.
Find LinkedIn Jobs Posted in the Last Hour (Before Anyone Else)
Timing matters when applying for jobs on LinkedIn. Submitting your application within hours of a job posting can greatly improve your chances of standing out to employers.
If you're looking to apply to the newest LinkedIn job postings and boost your chances, it's essential to act fast and use tools or strategies that help you find the latest job openings. Go ahead and try this new tool and share the link with anyone looking for a new job!
How to ask about salary without making it weird
Asking about pay doesn’t have to feel awkward. The key is in how you say it. You’re not making demands. You’re just asking for clarity so you can make a smart decision.
Keep it polite, simple, and confident. You’re not apologizing for asking. You’re just being honest about something that matters to you.
If you’re talking to a recruiter, it’s usually expected. In fact, many recruiters bring it up first. But if they don’t, you can say something like:
“Before we move too far along, could you share the expected salary range for this role?”
That one sentence does the job. It’s respectful. It shows you’re serious. And it gives them a chance to be transparent.
If you’re applying directly or talking to a hiring manager early on, you can tweak it a bit:
“I’m very interested in the position. Could you let me know the compensation range, just to make sure we’re aligned before we go further?”
This makes it clear that you’re not just chasing money, but you do want to avoid wasting anyone’s time.
You can also say things like:
“Can you share what the budgeted range is for this role?”
“I want to make sure we’re aligned on expectations. Is there a salary band already set for the role?”
“Happy to chat further, but before we dive in, can we talk about the compensation range?”
Notice none of these sound pushy. You’re not demanding a number. You’re asking a fair question.
What you want to avoid is making it sound like the only thing you care about. Don’t lead with salary in your very first message unless it’s a very casual or transactional role. And don’t ask in a way that sounds like you’re trying to negotiate before you even get a callback.
Also, if someone gives you a vague answer like “we’re flexible” or “it depends,” it’s okay to push gently:
“Totally understand. Even a rough range would be helpful to know if it’s in the ballpark of what I’m looking for.”
If they still refuse to give any info, that’s a bit of a red flag. Companies that are serious about hiring should be willing to have basic, respectful conversations about compensation. If they’re not, it might be a sign of how they handle things internally too.
At the end of the day, asking about pay isn’t rude. Avoiding the question doesn’t help anyone. And if you’ve got rent to pay or a family to support, you owe it to yourself to have that clarity early on.
Why some companies hide salaries and how sharing your range can help
You’ve probably seen it happen. A job post with a long list of responsibilities, required skills, and maybe even some quirky perks. But when it comes to salary? Nothing. Just silence. So why don’t companies just tell you what they plan to pay?
The answer is layered. Sometimes it’s strategic, sometimes it’s cultural, and sometimes it’s just plain outdated thinking.
They want negotiation power
One of the main reasons companies keep salary vague is because they want flexibility. If they list a range and you’re at the low end of it, you might ask for more. If you’re at the high end, they may not be able to afford you. By not stating anything, they’re trying to gather as much information about you first — your current pay, your expectations, how much you want the role — so they can anchor their offer as low as possible while still getting a “yes.”
This tactic gives them the upper hand in salary conversations. It shifts the pressure onto you to guess or reveal your cards first. It’s not always malicious, but it does often benefit the employer more than the candidate.
They genuinely don’t have a set number
Sometimes there isn’t a rigid salary range because the role is new, flexible, or broad. For example, a company might say, “We’re open to junior or senior candidates, depending on who applies.” In that case, they might be hiring one person for $60K or another for $100K — and they’re waiting to see what kind of talent they attract before locking in the budget.
It’s not the most organized way to hire, but it happens, especially in startups or smaller companies where roles evolve quickly.
They don’t want internal drama
Another common reason for avoiding salary transparency is internal pay equity. If they list a salary on a public job ad and someone inside the company sees it, it could stir up trouble. Maybe the person in that same role is making less. Maybe the range is higher than what other team members are earning. Companies that haven’t handled internal pay alignment well might avoid public salary info because they’re not ready to have those conversations yet.
Again, that’s not the candidate’s fault — but it’s a common reason why pay stays hidden.
Some recruiters are just following orders
For recruiters, the lack of salary info often isn’t even their call. Many times they’ve been told by the client or the hiring manager not to share the number early on. They might be working under tight instructions like, “Get them interested first,” or “Don’t bring up pay until after the second round.”
In those cases, the recruiter is stuck in the middle. They might even agree with you but still can’t say anything. That’s why some recruiters dance around the question or try to flip it back to you.
And this brings us to an important point.
Why sharing your range first can actually help you
This might sound like the opposite of what you’ve heard before. You’ve probably been told never to give your number first. That it’s a trap. That you’ll lose money.
And yes, in some situations, that’s true. If you say a number that’s too low, they might grab it and run with it.
But here’s the full picture: giving a thoughtful, well-reasoned range can actually speed up the process, show you’re serious, and help you avoid wasting time. Especially if they’re refusing to share theirs.
Let’s say you’re applying for a role and the company won’t tell you the salary. You could go back and forth for days. Or, you could say something like:
“I’m generally looking for something in the 75–85K range, depending on the full package and growth opportunities. Does that align with what you have in mind?”
What this does is shift the conversation from a power struggle into a collaborative one. You’re showing your cards a little, not all of them, but enough to start a real discussion. And if your range is wildly off from theirs, you’ll find out right away. No time wasted.
It also positions you as confident and self-aware. You know your value, you’ve thought about what you need, and you’re willing to have an adult conversation about it. That confidence makes a strong impression.
You can also adjust your language based on the situation. If you’re still unsure about the job, you can soften it:
“I’m open, depending on the role and responsibilities, but I look for positions in the 90K range. I’d be happy to hear more about what you have in mind.”
This way, you stay flexible without sounding vague or desperate. You give enough info to keep the conversation moving forward.
So yes, while there are times when it’s better to wait for the employer to name a number, don’t rule out sharing a reasonable range. When done right, it can save everyone time, reduce stress, and get you closer to the right job faster.
What to do if they won’t tell you but you want to know.
Sometimes, even if you ask clearly and politely, you still won’t get a straight answer. You might hear vague replies like:
“We’ll discuss compensation later in the process.”
“We’re open, it depends on the candidate.”
“Let’s focus on fit first.”
This can be frustrating. But it also tells you something about how they operate.
Now, to be fair, not every company is trying to hide the number. Some genuinely don’t have a fixed range. Or they’re worried about revealing their cards too soon in case it limits their flexibility. But here’s the thing — if you’ve asked directly and they still refuse to give even a rough range, that’s not a great sign.
So what can you do?
First, don’t be afraid to ask again, gently. You can say:
“I completely understand if the number isn’t final yet, but even a general range would help me know if this is something I can realistically consider.”
This shows you’re not being difficult. You’re just trying to make a smart choice.
If they still won’t say, take a moment to think about whether it’s worth your time. Because the more effort you invest, the more frustrating it’ll be if the offer ends up being way off base.
Also, think about what that silence says about the company. Are they being transparent? Respectful of your time? If they can’t be clear about something as basic as pay, how open are they likely to be about other important stuff?
Sometimes, it’s better to walk away than to waste time chasing a job that was never a real fit. Being upfront isn’t a bad thing. And if a company sees it that way, they might not be the right place for you anyway.
You don’t need to fight. You don’t need to beg. If they’re vague, let them know it matters to you — and then move on if you need to. There are plenty of companies out there that are willing to be open from the start. Those are the ones worth your energy.
Be clear, be kind, and protect your time
Job searching takes time, energy, and a lot of emotional effort. If you’re going to invest in a role, you deserve to know upfront whether it meets your basic needs. Salary is part of that. It’s not everything, but it matters, and there’s nothing wrong with asking about it early.
You don’t have to feel guilty or afraid to bring it up. You’re not being greedy. You’re being practical. And when you ask in a respectful, honest way, most recruiters or hiring managers won’t hold it against you. In fact, many will appreciate your directness.
Just remember:
You can ask about salary before the interview.
Be clear, kind, and brief when you do.
If they avoid the question or get weird about it, that’s useful info too.
Don’t waste time on roles that don’t fit your reality.
You’re not just looking for any job. You’re looking for the right one, one that fits your skills, your values, and yes, your financial needs too.
How to talk about salary during the interview without ruining your chances
So you’ve made it past the resume pile. You’re in the interview seat, either virtually or in person. The conversation is flowing, and you're thinking, “I could really see myself in this role.”
But then reality kicks in: we haven’t talked about salary yet. And you’re stuck wondering when or how to bring it up without sounding like it’s all you care about.
The truth is, bringing up salary doesn’t ruin your chances. But how and when you do it really matters. Here's how to have that conversation in a way that feels confident, respectful, and smart: