Insights

Why the salary question feels so uncomfortable

Say a number too high and you worry about being ruled out. Say one too low and you may leave money on the table for years. Many candidates try to avoid the question altogether. That rarely works.

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The good news is that a confident answer is mostly about preparation, not negotiation skill.

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Step 1: Know your market value before anyone asks

• Check advertised ranges for similar roles at your level and location.

• Read salary guides published by recruitment firms for your industry and country.

• Talk to a specialist recruiter. They see real offers, not just adverts, and can tell you what companies are actually paying.

• Look at the whole package: base salary, bonus, car or car allowance, pension, health insurance, shares and flexibility. Two offers with the same base can differ a lot in total value.

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Step 2: Decide your numbers in advance

Before the first interview, know three figures: your ideal salary, the figure you would be happy with, and your walk-away point. Having them ready stops you from deciding under pressure.

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Step 3: Give a range, anchored in the market

A good answer is short, calm and based on research. For example:

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"Based on the scope of this role and what I am seeing in the market for similar positions, I am looking for a base salary in the range of €X to €Y, depending on the full package."

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Keep the range realistic and put your target near the bottom of it, because offers often land there.

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What about "What are you earning now?"

You can steer the conversation to what the new role is worth rather than what you earn today:

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"I would prefer to focus on the value of this role. Based on its scope, my expectation is in the range of €X to €Y."

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This matters most if you are currently underpaid, changing country, or moving into a bigger role.

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Pay transparency in Ireland — status as of November 2026. The EU Pay Transparency Directive was due to be written into national law by 7 June 2026. Ireland has not yet enacted it, and the Department of Equality has said the legislation will be enacted as soon as possible in 2027. Ireland's draft rules go further than the EU minimum: they would require the salary or salary range in the job advertisement itself and stop employers from asking candidates about their pay history. Until then, only a minority of Irish job ads show pay: 39% in March 2026, according to Indeed. (Update this box when the law changes.)

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Step 4: When the offer arrives

1. Thank them and ask for the offer in writing.

2. Review the whole package, not just the base salary.

3. If you want to negotiate, do it once, clearly, with a specific figure and a reason linked to the role or the market.

4. Be ready to say yes if they meet you. Negotiating in good faith builds trust before your first day.

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If you are working with a recruiter, let them handle this conversation. It is part of their job, and they know what the client can realistically do.

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The bottom line

The salary question is not a trap. It is a chance to show that you know your value and the market. Prepare your numbers, give a confident range, and keep the conversation focused on the role ahead.

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Not sure what your experience is worth in today's market? I help professionals benchmark their value and prepare for salary conversations, especially when moving to a new country or a bigger role. Book a consultation