TL;DR. On June 7, 2026, EU Directive 2023/970 comes into force: mandatory range before the interview, ban on asking your current salary. Meanwhile, 61% of French candidates are still asked for expectations in round 1. The 2026 rule: sourced range, never a single number, push the question as late as possible, negotiate the full package (base + variable + benefits) — not just gross salary.
You know the scene. Round 1 phone screen, HR in checklist mode. "What are your expectations?" At that exact moment, you have two options: improvise a number that feels reasonable, or take back control.
Most candidates improvise. And leave €5–15k on the table at signing.
The state of the market in April 2026
What these numbers mean in practice:
- The market isn't as generous as 2022–2023. An overreach pushes you out of the process faster than before.
- The expectations question still lands early in 6 out of 10 interviews. Know how to handle it — don't just hope it won't come up.
- The EU directive flips the power dynamic in 6 weeks. If you're negotiating a role in June–July, that's your leverage.
What the EU Directive actually changes on June 7, 2026
This is the year's big shift. EU Directive 2023/970 — adopted in 2023 — must be transposed in every EU country by June 7, 2026. In France, the transposition law is still in parliamentary discussion, but the clearest provisions apply from that date regardless (direct effect).
1. Mandatory range before the interview. The job posting (or the recruiter, before the first interview) must tell you the salary range. No more "salary commensurate with experience".
2. Ban on asking your current salary. Article 5 of the directive explicitly prohibits this question. You can refuse without hurting your application.
3. Right to information on progression criteria. Once hired, you can request the objective criteria for salary setting.
4. Mandatory gender pay gap reporting. From 250+ employees in June 2027, down to 100+ by 2031. Checkable before signing — a real HR-health signal.
Several EU employers already publish their range: Alan, Shine, PayFit, Qonto, Algolia on part of their postings. They've anticipated. If you're applying in June 2026 to an employer who doesn't, you're within your rights to ask for the range before showing up.
The US runs parallel but uneven: NYC (2022), California (2023), Washington State (2023), Colorado (2021) already require ranges in postings. Federal-level action hasn't landed, but 15+ states have their own laws. In the UK, the Employment Rights Bill (in progress) and gender pay gap reporting already force part of the transparency.
The 5 situations where the question lands
The script varies by round and seniority. These 5 cases cover 90% of 2026 interviews.
Situation 1 — Recent grad, no salary benchmark
Most stressful setup. No "current salary" to defend, scared of going too high (knocked out) or too low (underpaid for 3 years).
"For a first role in [function] in [city], I checked the APEC 2026 / Levels.fyi / Robert Half guides: entry ranges go from [X] to [Y] gross annual depending on the company. Given my background [school + internship + tangible project], my target would be [mid-upper of market range]. But I'd rather talk about the role first — I want to make sure we're aligned on scope before we talk numbers."
Why it works: you show you did your homework (source named), you give a coherent range, you redirect to the role. The recruiter learns you're not a junior who takes the first offer.
Situation 2 — 3–8 years XP, you want real progression
You have a current salary, you want +15 to +20%, and you know recruiters often calibrate "current + 10%". You need to break out of that equation.
"My current package isn't a good benchmark: I took the role [2–3 years ago] in a different context, and the responsibilities I carry today map to a 2026 market range of [X–Y] (source Robert Half / Hays / Michael Page). For your role, which adds [management / larger scope], my target base is [Y–Z], plus the role's usual variable."
The key move: detach the conversation from your current salary, anchor it to the 2026 market + scope of the new role. If the recruiter insists, "I'd rather not go there because it's a comparison that doesn't do justice to the role you're offering" — and from June 7, 2026 in the EU you can simply decline.
Situation 3 — Asked in round 1, don't want to commit
Classic in HR screening calls. The recruiter wants to qualify you in 15 minutes.
"For my answer to be relevant, I'd need to know a bit more about the role — scope, team, context. Do you have a budgeted range? I can tell you right away if we're in the same zone."
If they say "I can't share it":
"No problem. Based on the JD and 2026 benchmarks, my target range is [X–Y] gross base. We can refine based on what the role actually contains?"
You don't refuse (reads as evasion), you bounce the ball twice before committing. From June 7, 2026 in the EU, the first question is just "what range have you published?".
Situation 4 — Counter-offer from your current employer
External offer in hand, your boss offers +X% to stay. 2026 HR research (Harvard Business Review April 2026, LinkedIn Workforce Report Q1) is clear: 60 to 80% of people who accept a counter-offer leave within 12 months. The counter-offer buys time, not loyalty.
"My current employer has counter-offered at [X]. I'm telling you in transparency because I genuinely want to join [company X] and I don't want us to miss each other on price if we can align. My target range is still [Y–Z] — what's your positioning?"
No blackmail (counterproductive), you explain why you haven't left already, you restate your range. Many recruiters respect this honesty.
Situation 5 — Package with variable, profit-sharing, stock options
Don't reason in "fixed base only". In 2026, a European senior package = base + variable (0 to 40%) + profit-sharing + benefits + equity for tech.
"To be precise, I'd need to see the full package: base, variable on what KPIs with what historical attainment, profit-sharing, remote days, training budget. On pure base, my target is [X–Y]. I can flex down if variable is clear and hits 80%+ historically, up if it's 100% base."
You signal you're not an amateur who confuses €40k with €40k + €15k of real variable.
How to calculate your real range (MESORE / BATNA method)
Before announcing anything: walk-away number (below which you say no), realistic target (what you can get), BATNA (what you do if it doesn't close). Foundation of any negotiation.
- ✓Walk-away = your floor before exiting the process. Calculate from expenses, not wishes.
- ✓Target = market value of the role × your background coefficient (low / mid / high of range).
- ✓Real ceiling = what the company has budgeted. You'll only know by asking.
- ✓BATNA = what you do if the offer doesn't close. Having one (another offer, stable current role) changes leverage radically.
- ✗APEC — French executives comp report (bi-annual, free). Solidest ground for French senior roles.
- ✗Robert Half — 2026 salary guide (tech, finance, legal). Broken down by region and company size.
- ✗Hays / Michael Page — 2026 reports (tech, digital, marketing, support).
- ✗Welcome to the Jungle + Glassdoor + Levels.fyi — self-reported anonymous. Ground-truth check.
- ✗LinkedIn Salary Insights — by role/region (sometimes Premium-gated).
The 4-line formula: median market range × background coefficient × scarcity bonus (shortage role = +8 to +12%) = your target. Walk-away = low-market range for your background. Announced range = both + 5 to 10% above for negotiating room.
Concrete example. Data engineer, 5 yrs XP, Paris, mid-size company. Robert Half 2026 market range: €55–72k. Background (strong school, in-demand stack, results) → mid-upper: target €65k. Data scarcity: +10% → €72k. You announce €68–78k, internal walk-away at €60k.
2026 salary grids by industry
Medians 2026 Paris/IDF, private sector. Sources Robert Half + APEC + Hays. Outside Paris: subtract 8 to 15%. UK London: roughly 1.1× in £. US (SF/NY): 1.8–2.2× in USD + significant equity.
Tech / IT
- Junior dev (0–2 yrs): €40–50k
- Mid dev (3–5 yrs): €50–70k
- Senior dev (6+ yrs): €65–90k
- Tech lead / staff: €80–110k
- Mid data engineer / data scientist: €55–75k (scarcity = +10%)
- Senior cybersecurity: €75–110k (scarcity = +12%)
- ML engineer / applied AI: €70–120k (most scarce role of 2026)
- Mid product manager: €55–75k
- Senior product manager: €75–105k
Finance / Banking / Consulting
- Junior M&A analyst: €55–70k base + 30 to 80% variable
- M&A associate (2–4 yrs): €80–120k base + variable
- Junior strategy consultant (BCG/McKinsey/Bain): €70–90k base + bonus
- Senior / principal strategy consultant: €110–160k base + bonus
- Big 4 audit junior: €40–48k
- Mid financial controller: €45–60k
- Startup / scaleup CFO: €90–150k + equity
Marketing / Comms / Sales
- Junior marketing: €35–42k
- Marketing manager (3–5 yrs): €45–60k
- Scaleup head of growth: €65–90k + variable
- Mid business developer (SaaS): €45–55k base + €15–30k variable
- Senior account executive: €60–75k base + OTE €110–140k
- Scaleup CMO: €90–130k + equity
HR / Legal / Support
- Mid HRBP: €45–60k
- Scaleup head of people: €70–100k
- Mid legal counsel: €50–65k
- General counsel: €90–140k
Same role, +20 to +30% between a well-funded scaleup and a traditional mid-cap. Always cross-reference with 2–3 sources before announcing.
The 3 traps that cost €5–15k at signing
- ✓Range +10% above target — negotiation room
- ✓Negotiate on package (base + variable + remote + training + equity)
- ✓Quantify variables: €40k + €15k variable = €55k if historically hit
- ✓Request the written offer before accepting
- ✗Single number (anchors recruiter 5% below)
- ✗Negotiating only on base (€2k base < 5 extra remote days in value)
- ✗Accepting verbally then discovering a non-historical variable
- ✗Taking your current employer's counter-offer (60–80% gone at 12 months)
FAQ
Do I have to share my expectations on the first screening call?
No, unless there's a real mismatch risk. Winning strategy: ask for the role's range in return. If the recruiter gives it, say whether you're in the zone. If not, give a wide market-sourced 2026 range. From June 7, 2026 in the EU, the range must be public before the question arises.
How do I know if my range is too high?
If the recruiter says "you're above our budget", that's objective. If no one calls back after a round where you gave your range, it's price or content — always ask for feedback. After 3 rejections for expectations, lower your target by 5 to 8%, not more.
What do I answer if asked for my current salary in 2026?
Until June 7, 2026: you can answer, but frame it ("my current package isn't a great benchmark because [reason]"). After June 7, 2026: illegal in the EU under Directive 2023/970 Article 5, refuse without consequence.
Does negotiating make me look "demanding"?
Per APEC and 2026 HR studies, 82% of recruiters see a well-reasoned negotiation as a positive signal. What's badly perceived: negotiating without sources, ultimatums, or renegotiating 3 times post-signing. A clean negotiation in 1–2 rounds is the norm.
Should I announce a range higher than my target to leave room?
No, counter-productive. If you announce €80–90k when market is €60–75k for your profile, you're out in round 1. Right gap = +5 to +10% above target, not +30%.
What happens if I sign without negotiating?
APEC 2026: a candidate who doesn't negotiate signs on average 12% below one who does. That gap compounds with every future raise. Over 5 years: €15–25k lost. Negotiating once, clearly, with a sourced range, is always worth it.
Does the EU directive apply to startups?
Yes for "range before the interview" and "no current salary question" — all employers. Gender pay gap reporting = 250+ (2027), then 100+ (2031). So startup < 100 = mandatory range display, no gap reporting.
Should I ask for the full package in writing?
Yes, always. Written offer detailing: gross annual base, months (12 or 13), variable on what basis with historical attainment, profit-sharing, benefits (remote, health, PTO, training, equity). Accepting verbally then discovering a 20% variable with no historical baseline is the most common 2026 salary regret.
Key takeaways
- EU Directive 2023/970 on June 7, 2026. Mandatory range before the interview, ban on current salary question. Biggest candidate-side power shift in 10 years.
- Range, never a single number. +10% above target, -5% below. Source APEC / Robert Half / Hays 2026.
- Push the question as late as possible. Round 1 → bounce the ball: "what range have you budgeted?" before committing.
- Negotiate the package, not just base. Variable, profit-sharing, remote, training, equity — each quantifiable.
- Don't take a counter-offer unless you also get what drove you to look elsewhere. 60–80% gone at 12 months.
- Not negotiating costs 12% per signing, €15–25k cumulative over 5 years. Negotiate once, clearly, with a sourced range.
