Recruiters ask about your salary expectations during the very first 15-minute phone screen for a reason: they want to know if you fit their internal budget and establish an early anchor.
If you give a number that is too low, you cheat yourself out of market compensation. If you name a figure that is too high without establishing your value, you risk early disqualification.
Strategy 1: The Tactical Deflection (Best for Initial Screens)
"I'd like to learn more about the team's immediate priorities and the specific responsibilities of this role before quoting a final number. Could you share the approved salary band for this position?"
Strategy 2: The Data-Backed Range (When Pushed for a Number)
"Based on my research for a Senior Full-Stack role in Bangalore with 4 years of experience in distributed systems, competitive compensation ranges between ₹24L and ₹30L depending on the equity structure, health benefits, and performance bonuses. I am very flexible for the right long-term opportunity."
Strategy 3: The Lateral Offer Leverage
"I am currently interviewing with several companies where the discussions are focused around the ₹28 LPA range. Given my strong interest in your product roadmap, I would be thrilled to join within a competitive market tier."