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Ask what the range of the role is and then let them know what you’re targeting based on this range. If it’s below what your target expectations are, definitely let them know that as well.
Give a range that is reasonable and a bit above your bottom number. The better way is to get a range for the role, but make sure to have those numbers ready.
Depending where you live some states have the transparency pay laws, so ranges are already posted on the job posting. You can use that as a guide or simple Google search on avg salaries for role title and area will give you and idea. But ultimately you want to ask questions to really understand your role and responsibilities because that is really your best guide. Be mindful that positions have a budgeted amount, so they have to stay within that. This is especially true for nonprofits, private co may have more of wiggle room. Always go a bit higher than what you want, so theres room for negotiation and you end up with the number you really want.
Rising Star
The best way to handle this is to flip the script and ask, "I’d love to know what range you’ve benchmarked for the role" before you give up your own number. If they push you for an answer, give a tight range where your "happy" number is at the bottom, which keeps you from lowballing yourself while staying within their budget. It’s much easier to negotiate the full package, like PTO or bonuses once you know they’re actually serious about meeting your market value.