How do I handle the salary question in the first interview?

From hundreds of UK negotiations: candidates who give a specific number in the first interview almost always get that number as the offer. There's no upside to committing early. There's significant downside. The strategic move is to deflect to a range based on market data, with confidence and without apology, until you have a better understanding of the role and the employer's compensation structure.

What works as a deflection. 'Based on the role's responsibilities and the market for this position, I'd be looking at something in the £75-95k range. But I'd want to understand the full compensation package — bonus, equity, pension match, holiday — before committing to a specific number. What's your typical range for this role?' That deflection does three things: shows you've done market research, gives a credible range that doesn't lock you in to the bottom, and turns the question back to the employer to share their range.

Why specific numbers hurt. If you say £80k and the role's budget is £95k, you've cost yourself £15k. If you say £80k and the role's budget is £70k, you've disqualified yourself. The range removes both downside risks. If you say £75-95k and their budget is £95k, you've kept the door open to negotiate up. If their budget is £70k, you're still in the conversation if you want to be.

Where the range comes from. Reed and LinkedIn salary data for the role in your geography. Our UK salary guide by role. Recent recruiter approaches with specific numbers. Conversations with peers in similar roles (their actual salary, not what they think the market is). The range should reflect real data, not aspiration — if you state £100-150k for a role that genuinely pays £80-100k, you'll be filtered out before round two.

The 'what are you currently earning?' question. Increasingly illegal in some US states, still common in the UK. The deflection: 'I'd rather discuss the value of this role rather than what I'm currently paid. My current package isn't necessarily a benchmark for what this role is worth.' Some candidates name a number anyway because they feel pressured; the better move is professional deflection. If pressed, you can say a higher figure (current base + bonus + equity vesting + benefits), which is honest if you include the full package.

When to give the actual number. Offer-stage. After you've completed all rounds, the hiring manager has decided you're the candidate, and the recruiter or HR comes back with 'before we go to offer, what salary are you looking for?'. At that point, you have leverage and information. You can name a specific number based on what you've learned about the role and team. Even then, lean toward the upper end of your range — you can come down if needed; you can't go up after you've stated a number.

The signing bonus angle. If your current employer has unvested RSUs, deferred bonuses, or equity that you'd lose by leaving, that's negotiation leverage at offer-stage. 'My current employer has £25k of unvested equity vesting in 6 months. To make this move work financially, I'd need a sign-on that addresses that.' Many UK employers will pay sign-on bonuses to neutralise this — particularly at senior levels. Bring it up at offer, not in the first interview.