The expectation question can appear in the application form, recruiter screen, or final interview. The useful answer changes as you learn more.
Name the basis
Start with the actual scope: seniority, decision responsibility, people management, scarce domain knowledge, languages, travel, and location. Public salary websites are broad reference points, not proof of what one employer must pay.
Use gross annual base salary
In Germany, make clear that your figure refers to Bruttojahresgehalt and whether variable pay sits on top. This prevents a range built around fixed salary being compared with an employer’s total target compensation.
Keep a range purposeful
The bottom should still be acceptable if the rest of the offer fits. The top should be supportable, not decorative. A very wide range transfers the decision to the employer and reveals little about your judgment.
One possible formulation is:
“Based on the responsibilities we have discussed, the Frankfurt location, and my experience leading supplier negotiations, I see the fixed annual salary in the region of €X to €Y gross. I would like to consider that alongside the bonus conditions and overall package.”
When details are missing
It is reasonable to ask for the employer’s budgeted band and learn more about level or responsibility before fixing a number. Do not invent a current salary or competing offer. A credible answer can remain conditional while the role is still unclear.
Before you say it aloud
Decide your target, acceptable outcome, and walk-away point privately. They are not the same number. Then rehearse one sentence of evidence and stop talking. Silence gives the other person room to answer.
Need to apply this to your own offer? Ask about a private consultation.