Salary Negotiation: Why You Should Never Name a Fixed Number
A single number provokes a yes or no. Learn why a salary range gives you negotiation leverage and how to argue your desired salary through value, not costs.
Quick Answer
Never name a fixed salary — a range from minimum to optimum gives negotiation room and statistically lands you in the middle. Always argue through your value to the company, never through personal costs. The formula: last salary as floor, plus 10-15% as ceiling.
"What are your salary expectations?" — this question comes up in almost every interview. And at that exact moment, most candidates make a critical mistake: they name a single number. The problem? A fixed number provokes a yes or no. A range, on the other hand, opens negotiation space — and that almost always plays in your favor.
Why a fixed number is a mistake
A single number takes away the room you need in a negotiation. If you say 65,000 and the budget is 70,000, you just left money on the table. If the budget is 58,000, you seem too expensive — even though you might have accepted 60,000.
The better strategy: Communicate a salary range
Instead of one number, name a range from minimum to optimum. This gives both sides room and statistically lands you in the middle.
The formula:
- Floor: Your last annual salary
- Ceiling: Last salary plus 10-15%
Argue through value, never through costs
"I need at least 65,000 because my rent went up" — no employer cares about your living costs. They pay you for the value you deliver.
The right approach: lead with your track record, quantified achievements, and the return on investment the company gets from hiring you. Then name your range.
The 5 golden rules of salary negotiation
- Arguments first, number second — establish your value before naming a figure
- Never directly reveal your last salary — it becomes a downward anchor
- Don't flinch at the first counter — "That's over budget" is a standard negotiation tactic
- Think total package — bonus, vacation days, car, remote work all have monetary value
- Never negotiate under pressure — parallel processes give you leverage
New in 2026: EU pay transparency directive
From June 2026, employers must disclose salary ranges in job postings. Use this strategically: position yourself in the upper third and justify it with your value proposition.
Salary negotiation with HIRIO
A strong negotiation starts with a strong application. HIRIO helps you build that foundation: the CV coach formulates your achievements to be measurable and convincing. The scoring shows how strong your profile is — and that strength is your best argument when it comes to salary.