The recruiter sounds friendly, the conversation is going well, and then the question arrives: "What are your salary expectations?"

Many candidates respond with the first number that feels safe. Some quote their current salary plus a small increase. Others give an ambitious figure without knowing what the role includes. Both approaches can create trouble before the employer has understood their value.

A better answer is not a clever line. It is a short, calm conversation supported by research.

Understand what is being tested

During an early screening call, the recruiter may simply be checking whether your expectations and the approved budget are in the same neighbourhood. This is not necessarily the final negotiation.

At this stage, you may not know the team size, performance targets, travel requirements, working hours or benefits. Giving one rigid number before learning those details creates false precision.

Try:

"I’m interested in the role and would first like to understand the full scope and package. Could you share the approved range so I can confirm whether we are broadly aligned?"

That response is cooperative. You are not refusing to discuss money; you are asking for the information needed to discuss it properly.

If the recruiter cannot share a range and requires an answer, offer a researched range rather than a single number.

Build a range from evidence, not hope

Start with several sources:

  • Similar vacancies in the same province.
  • A South African salary guide using advertised salaries.
  • Conversations with recruiters who place your type of role.
  • Public-sector adverts where comparable roles exist.
  • Your level of responsibility, scarce skills and relevant results.

The Pnet 2026 Salary Guide uses salary offerings from vacancies advertised over the preceding 12 months. That makes it a useful reference point, but its ranges are national averages. Johannesburg, Cape Town, Durban and smaller centres can price the same title differently. Two project-manager roles may also carry completely different budgets.

Stats SA’s average monthly earnings data provides valuable economic context, but it is an average across formal non-agricultural employment—not a personal price tag for your occupation.

Before the interview, write down three figures:

  1. Your minimum acceptable package.
  2. Your evidence-supported target.
  3. A higher figure you could justify if the scope is larger than advertised.

Keep your true minimum private. The lower end of any range you say aloud should still be an amount you could accept without immediate regret.

Clarify what the number includes

South African employers may speak about monthly basic pay, gross salary or annual cost to company. Those are not interchangeable.

Cost to company may include the employer’s pension contribution, medical-aid contribution, guaranteed allowances or other benefits. A package of R420,000 CTC a year does not automatically mean R35,000 will appear as monthly gross salary.

Ask:

"Is that figure basic salary or total cost to company, and which benefits are included?"

For commission roles, clarify the guaranteed basic, the commission formula, whether targets are realistic, and how many current employees achieve them. For bonuses, ask whether the bonus is guaranteed or discretionary.

Use a stage-appropriate answer

Early in the process:

"Based on comparable roles and my experience, I expect a market-related package. I’d like to understand the responsibilities and your approved range before narrowing that down."

If a range is required:

"Based on the information available, I would expect approximately R___ to R___ per month on a CTC basis. I’m open to discussing that once we confirm the scope and full package."

At offer stage:

"Thank you for the offer. Based on the responsibilities we discussed and my experience in ___, I was targeting R___. Is there room to move the package closer to that figure?"

The blank should be supported by evidence, not by your expenses. Rent, transport and family responsibilities matter to you, but employers usually price a role according to budget, internal equity and perceived value.

What if an application form demands one number?

Use the target supported by your research, not an artificially low number designed to avoid rejection. If the field accepts text, "negotiable within a market-related range" may be appropriate. If it accepts digits only, keep a note of what you entered so you can explain the assumptions later.

Never invent a competing offer or inflate your current pay. A stronger case is built from truthful evidence: revenue protected, customers retained, downtime reduced, stock accuracy improved or responsibilities handled.

Your ten-minute preparation card

Before every interview, record:

  • The employer’s wording: basic, gross or CTC.
  • Three comparable salary sources.
  • Your acceptable spoken range.
  • Two results that justify your positioning.
  • One question about benefits.
  • A calm sentence for requesting the approved range.

Salary discussions become less frightening when you stop treating them like a surprise test. Your objective is not to "win" one question. It is to discover whether the role, responsibilities and package make sense for both sides.

Sources and limits

This is an original synthesis, not a transcript. Salary ranges vary by role, location, employer and package design. The guidance cannot guarantee an offer and is not legal or financial advice.