How to Research Salaries Before a Job Interview

MK

Written by Michael Kessler, PHR

HR Director | 20+ years in talent acquisition and compensation

Last updated: February 2026 | 12 min read

Walking into a job interview without knowing your market value is like negotiating blindfolded. Whether the hiring manager asks "What are your salary expectations?" in the first phone screen or waits until the final round, you need to be prepared with researched, defensible numbers. This guide shows you exactly how to research salary data, interpret percentiles, adjust for your specific situation, and confidently discuss compensation.

Why Salary Research Matters

Salary research serves multiple critical purposes in your job search:

Benefits of Pre-Interview Salary Research

  • Set realistic expectations: Know if a role is financially viable before investing time in the interview process
  • Negotiate from strength: Data-backed salary requests are harder to dismiss than guesses
  • Demonstrate professionalism: Researched candidates appear more competent and prepared
  • Avoid leaving money on the table: Uninformed candidates often accept 10-20% less than they could have negotiated
  • Identify red flags: Offers significantly below market may indicate underfunding, high turnover, or other issues

Step 1: Identify Your Comparable Job Title

Before researching salaries, you need to identify the correct job title and occupation code. Job titles vary wildly across companies—a "Customer Success Manager" at one company might be called "Account Manager," "Client Relations Specialist," or "Customer Experience Lead" elsewhere.

Finding the Right Occupation Category

  • 1. Read the job description carefully

    Focus on the actual responsibilities and required skills, not just the title. A "Marketing Manager" role that requires 10+ years of experience and team leadership is different from one requiring 3 years and individual contributor work.

  • 2. Use the BLS Occupational Outlook Handbook

    The Bureau of Labor Statistics categorizes all U.S. occupations with standardized codes (SOC codes). Search by keyword to find your occupation's official category and related titles.

  • 3. Note the experience level

    Entry-level, mid-level, senior, and executive roles within the same occupation can have 50-200% salary differences. Identify which level the job represents.

  • 4. Identify industry context

    A software developer at a bank earns differently than one at a startup or a nonprofit. Industry affects compensation significantly.

Step 2: Gather Data from Multiple Sources

No single salary data source is perfect. Each has strengths and limitations. Using multiple sources and triangulating the data gives you the most accurate picture.

Primary Data Sources

Bureau of Labor Statistics (BLS) - Official Government Data

Strengths:

  • + Most reliable, official source
  • + Metro-area specific data
  • + Includes percentiles (P10, P25, P50, P75, P90)
  • + Covers all U.S. occupations
  • + Free and publicly available

Limitations:

  • - Data is 12-18 months old when published
  • - Broad occupation categories
  • - Does not show company-specific data
  • - May not capture recent market shifts

Pro tip: Use our salary database to easily search BLS data by occupation and location.

Glassdoor - Company-Specific Data

Strengths:

  • + Company-specific salary reports
  • + Shows total compensation (base + bonus + equity)
  • + More current data than BLS
  • + Includes interview and company reviews

Limitations:

  • - Self-reported (potential bias)
  • - Limited data for smaller companies
  • - Requires account to view full data
  • - May include outdated reports

LinkedIn Salary Insights

Strengths:

  • + Large sample sizes for popular roles
  • + Filters by experience, company size, industry
  • + Shows salary trends over time
  • + Integrates with job listings

Limitations:

  • - Self-reported data
  • - Premium features require subscription
  • - Skewed toward white-collar professions
  • - Limited coverage for some industries

PayScale - Detailed Salary Reports

Strengths:

  • + Adjusts for skills, certifications, education
  • + Personalized salary reports
  • + Good for niche roles and skills
  • + Cost of living calculator included

Limitations:

  • - Requires detailed survey completion
  • - Self-reported data
  • - Full reports require registration
  • - May upsell paid services

Additional Research Sources

  • Industry Salary Surveys

    Many professional associations publish annual salary surveys (e.g., Robert Half for finance, Dice for tech). These often have the most current and specific data for your field.

  • Company Job Postings

    Some states (Colorado, California, New York, Washington) now require salary ranges in job postings. Search for similar roles at the company or competitors in these states.

  • Recruiters and Headhunters

    External recruiters have real-time market intelligence. Even if not working with one, they often share salary ranges to attract candidates.

  • Professional Networks

    Colleagues who recently changed jobs can share current market rates. Many professionals are willing to share salary information confidentially.

  • Levels.fyi (Tech Industry)

    For tech roles, Levels.fyi provides detailed compensation data including base, bonus, and equity broken down by level and company.

Step 3: Understand Salary Percentiles

Salary data typically shows percentiles rather than simple averages. Understanding these is crucial for positioning yourself correctly.

Salary Percentile Breakdown

P10

10th

Entry-level / Lowest paid 10%: New to the field, limited experience, smaller markets. Use if you're changing careers or have less than 1 year of experience.

P25

25th

Early career: 1-3 years experience, building skills, smaller companies or markets. Realistic target for recent graduates.

P50

Median

Mid-career / Market rate: 3-7 years experience, solid skills, average performers. Half of workers earn more, half earn less. Most common negotiation target.

P75

75th

Experienced / Above average: 7-12 years experience, specialized skills, strong performers, larger companies or high-cost markets.

P90

90th

Senior / Top earners: 12+ years experience, rare expertise, leadership roles, top-paying industries, major tech hubs. Top 10% of earners.

For more detailed information on interpreting percentiles, see our guide on Understanding Salary Percentiles: What P10, P50, P90 Mean.

Step 4: Adjust for Your Specific Situation

Raw salary data needs adjustment for your specific circumstances. Several factors can push your target salary up or down from the median.

Factors That Increase Your Market Value

  • +
    High-demand skills: AI/ML, cloud architecture, cybersecurity command 15-30% premiums
  • +
    Industry certifications: PMP, CPA, AWS Solutions Architect, CISSP can add 10-20%
  • +
    Advanced degrees: MBA, JD, MD, or relevant master's may add 10-25% depending on field
  • +
    High-cost markets: San Francisco, New York, Seattle pay 20-40% above national average
  • +
    High-paying industries: Finance, tech, pharma typically pay above cross-industry averages
  • +
    Management responsibility: People management adds 15-30% over individual contributor roles
  • +
    Revenue impact: Roles with direct P&L responsibility command premiums

Factors That May Lower Your Target

  • -
    Career changers: Transferring from another field often means starting at lower percentile
  • -
    Employment gaps: Extended breaks may require accepting lower initial offers
  • -
    Smaller markets: Rural areas and smaller metros typically pay 10-25% less than major cities
  • -
    Non-profit sector: Mission-driven organizations often pay 10-20% below for-profit
  • -
    Early-stage startups: May pay below market but offer equity compensation
  • -
    Remote from low-cost areas: Some companies adjust pay based on your location

Location Adjustment Formula

When comparing salaries across different cities, use cost of living (COL) adjustments:

Equivalent Salary = Current Salary x (Target City COL Index / Current City COL Index)

Example: You earn $80,000 in Dallas (COL index ~96) and are interviewing in San Francisco (COL index ~180):

$80,000 x (180 / 96) = $150,000 equivalent

This means you'd need approximately $150,000 in San Francisco to maintain your Dallas purchasing power. Learn more in our Remote Work Salary Adjustments guide.

Step 5: Create Your Salary Range

Based on your research, create a target salary range rather than a single number. This provides flexibility while ensuring you don't undersell yourself.

Building Your Salary Range

Floor (Walk-Away Number)

The absolute minimum you'd accept. Below this, you decline the offer. Based on your financial needs and market research—typically P25-P50 for your situation.

Target (Your Goal)

What you're aiming for based on your research and qualifications. Typically P50-P75, adjusted for your specific factors.

Reach (Aspirational)

The high end of what's achievable—what you'd ask for if everything aligned perfectly. Typically P75-P90 for your market.

Important: When asked for your expectations, state your target to reach range (not your floor). If you say "$90,000 to $105,000," the employer often hears $90,000 as your number.

Step 6: Practice Your Response

Knowing your numbers is only half the battle. You need to communicate them confidently and professionally.

Script: When Asked About Salary Expectations

"Based on my research of the market for this role in [city], combined with my [X years of experience] and expertise in [specific skills], I'm targeting a base salary in the range of $[target] to $[reach]. Of course, I'm interested in understanding the complete compensation package including benefits, bonus potential, and any equity or other components. What range has been budgeted for this position?"

Script: Deflecting Early in the Process

"I'd love to learn more about the role and responsibilities before discussing specific numbers. I'm confident that if we're a good fit for each other, we'll be able to find compensation that works for both sides. Could you share the range that's been budgeted for this position?"

Script: When the Offer Is Below Your Research

"Thank you for the offer. I'm excited about the opportunity and the team. I have done extensive research on market compensation for this role, and based on BLS data and industry surveys, the median salary for [job title] in [city] is $[amount]. Given my experience with [specific accomplishments] and [relevant skills], I was expecting an offer closer to $[target]. Is there flexibility in the compensation to bridge this gap?"

Common Mistakes to Avoid

  • 1. Using only one data source

    Different sources have different biases. Cross-reference at least 3 sources for accurate data.

  • 2. Ignoring location differences

    National averages can be misleading. A $100,000 salary means very different things in San Francisco vs. Memphis.

  • 3. Forgetting total compensation

    Base salary is often 70-80% of total comp. Factor in bonuses, equity, benefits, and perks.

  • 4. Revealing your number first

    The first number anchors the negotiation. Try to get the employer's range before sharing yours.

  • 5. Using current salary as baseline

    If you're underpaid, don't let that anchor your new salary. Focus on market rates, not personal history.

  • 6. Accepting verbal offers

    Always get the full offer in writing before making decisions. Verbal commitments can change.

Research Checklist

Before Your Interview

  • Identified correct job title/occupation category for the role
  • Researched BLS data for the occupation in the relevant metro area
  • Checked Glassdoor for company-specific salary reports
  • Reviewed LinkedIn Salary Insights or PayScale for additional data
  • Searched for job postings with salary ranges (especially in CO, CA, NY, WA)
  • Adjusted for my experience level and specific qualifications
  • Calculated cost of living adjustment if relocating
  • Established my floor, target, and reach numbers
  • Practiced salary discussion scripts out loud
  • Researched benefits and total compensation norms for the industry

Key Takeaways

  • Research before every interview. Salary expectations are often discussed in the first phone screen. Be prepared from day one.
  • Use multiple data sources. BLS provides reliability, Glassdoor offers company specifics, and LinkedIn shows trends. Cross-reference all three.
  • Understand percentiles. Know whether you're entry-level (P10-P25), mid-career (P50), or experienced (P75-P90) and set expectations accordingly.
  • Adjust for your situation. Factor in location, industry, skills, certifications, and experience level.
  • Have a range, not just a number. Know your floor, target, and reach. Never share your floor in negotiations.
  • Practice your response. Confident delivery is as important as the numbers themselves.

Start Your Salary Research

Use our comprehensive salary database to research market rates for your occupation and location. All data comes from official Bureau of Labor Statistics sources.

Browse Salary DataNegotiation Guide

Data Sources & Methodology

This guide incorporates salary research best practices from career counseling literature, HR compensation surveys, and 20 years of talent acquisition experience. Statistical references include Bureau of Labor Statistics Occupational Employment and Wage Statistics (OEWS), industry salary surveys from Robert Half, Glassdoor Economic Research, and LinkedIn Talent Insights.

MK

About the Author

Michael Kessler, PHR is a Human Resources Director with over 20 years of experience in talent acquisition and compensation management. He has conducted thousands of salary negotiations on behalf of employers and has helped hundreds of candidates prepare for their compensation discussions. Michael holds a Professional in Human Resources (PHR) certification and an MBA from Northwestern University's Kellogg School of Management.