What Are Your Salary Expectations? | Mastering the FP&A Interview Question #31

Imagine this: You’re sitting in your dream FP&A interview, the conversation is flowing smoothly, and then Bam!. they ask you the dreaded question: “What are your salary expectations?”

For a brief moment, your mind goes blank. Say a number that’s too high, and you risk being out of the running. Say too low, and you might just leave thousands of dollars on the table.

Sound familiar? You’re not alone. Most candidates stumble here because they don’t truly understand what’s behind this question. It’s not just about the money. It’s a signal, a test, and an opportunity all rolled into one.

Let’s break down why interviewers ask this, how you can answer with confidence, and most importantly, how to turn this tricky moment to your advantage.

Whether you’re just starting out in FP&A or hunting for your next role this is an important skill.

Why Do Interviewers Ask About Salary Expectations?

When someone asks about your salary expectations, they’re looking for more than just a number. Here are the three big reasons why companies bring this up:

They want to see if you know your worth. If you say you want $80,000 per annum when the market pays $100,000 for similar roles, they might wonder if you lack confidence or if your skills are outdated.
It acts as a filter. Companies want to avoid wasting time. If your salary range is way out of their budget, they want to move on quickly.
It reveals your negotiation style and communication skills. Are you confident? Collaborative? Flexible? Or rigid? This question tests how you handle pressure and how you articulate your value.

So, when they ask about salary, they’re really watching how you think, prepare, and communicate under pressure. And not just the number you quote.

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Common Mistakes to Avoid When Discussing Salary

Most people fumble this question by making one of these three big mistakes:

Giving away a number too early. This is like playing poker and showing all your cards. You lose leverage in the negotiation.
Providing a very wide salary range. For example, saying you expect between $100,000 and $200,000 signals lack of research and seriousness. A tight range of $10,000 to $20,000 is reasonable, but a $100,000 spread looks lazy.
Saying “I’m flexible” or “I’m okay with whatever you offer.” While polite, this hands over all the control to the employer and can leave money on the table.

How to Answer Salary Expectations Like a Pro

Ready to nail this question? Here’s a simple three-step approach to answer with clarity and confidence:

Step 1: Do Your Research

Before the interview, dig deep into salary data for your role, industry, and location. Use websites like Glassdoor, Ambition Box, LinkedIn Salary, and talk to peers in your network. For example, if FP&A roles similar to yours typically pay between $80,000 and $100,000, and you have the right experience, then anchoring your ask near $100,000 makes sense.

Step 2: Create a Tight Salary Range

Don’t give a broad range. Instead, say something like: “Based on my research and experience in FP&A, I’m targeting a total compensation between $100,000 and $125,000.” This shows you’ve done your homework, you’re confident, and you know your value.

Step 3: Practice Your Delivery

Say your salary expectation clearly and confidently. No “ums,” no hesitation, and no apologies. This is not a wish list; it’s your professional value being communicated.

Handling Pushback and Tough Scenarios

What if the interviewer presses you for a number early in the process? Try this:

Respond with curiosity: “I’m happy to share, but could I understand a bit more about the role and its challenges before discussing compensation?” This shows maturity and genuine interest.
If they insist, anchor high: “Based on similar roles and my experience in FP&A automation projects, I’d expect around $125,000. I’m open to discussing the full package.”
Flip the script by asking about their budget: “Could you share the salary band budgeted for this role?” If they provide a number, you gain valuable insight.

If the budget is lower than your expectations, don’t reject it outright. Instead, say:

“Thank you, that’s helpful. I was expecting a slightly higher pay based on my experience and past projects. Is there room for negotiation?”

Or explore other compensation elements:

“Is there scope for performance-linked bonuses, stock options, or other benefits?”

This approach shows flexibility without appearing desperate.

Bonus Tip for Early Career Professionals

If you’re just starting in FP&A and unsure about what to quote, use this approach:

“I’m targeting a salary between $80,000 and $100,000 based on current FP&A market rates for entry-level roles. I’m very excited about learning and growth opportunities in your company and open to what is fair compensation for this role.”

This balances honesty with enthusiasm and openness.

Conclusion: Own Your Salary Conversation

Salary discussions don’t have to be scary or awkward. They are a chance to demonstrate that you’re prepared, professional, and confident in your worth. Remember these key points:

Do your research thoroughly.
Create and communicate a tight salary range.
Practice your delivery to sound confident and clear.
Handle pushback with maturity and flexibility.

Every time you negotiate your salary smartly, you’re not just earning more money. You’re building habits that will pay off for the rest of your career.

If you found this helpful, set your next salary goal and go after it with confidence!

If you are serious about FP&A then checkout CGFPA® Certified Global FP&A Professional Program. A six-month in-depth CPD accredited FP&A Certification Download the CGFPA® Brochure.

Good luck with your Salary negotiations and remember: the right preparation can make all the difference!

You can find more information and bunch of free FP&A resources, including books, courses, and free templates, on the FP&A Professionals Institute website www.fpnaprofessionals.com

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