Posted On: 2026-04-09
Posted By: Admin

How to Write Salary Requirements on a Resume (With Examples and Best Answers)

Few things make job seekers hesitate like the phrase “salary requirements.” Put a number too high and you worry you will price yourself out. Put a number too low and you may lock in an underpaid offer before you even speak to a human. Because compensation is tied to both your livelihood and your perceived value, how you handle salary requirements on a resume can influence whether you get an interview and how strong your negotiating position is later.

The challenge is that employers ask for salary information in different ways. Some applications demand a specific figure, others ask for a range, and many simply include an optional field that feels risky to leave blank. On top of that, you might be switching industries, returning to work after a break, relocating to a higher cost-of-living area, or applying for roles with wide pay bands. In those situations, a one-size-fits-all answer can backfire, especially if your resume ends up screened by an applicant tracking system before a recruiter ever sees it.

This topic matters even more in 2026 because pay transparency is increasing, but it is not consistent. Many employers now publish ranges, while others still keep compensation vague until late in the process. Remote and hybrid hiring has also complicated things: the same job title can pay differently depending on location, seniority level, and whether the role is tied to a specific office. The result is a landscape where being prepared with a defensible number and a smart way to present it is not just helpful, it is a competitive advantage.

In this guide, you will learn when to include salary requirements on a resume and when to avoid it, how to write them in a way that keeps you in the running, and how to choose a range that reflects market reality and your experience. You will also see practical examples you can adapt, including phrasing for career changers and candidates with flexibility. Along the way, you will get best-answer strategies for application forms and recruiter conversations, plus common mistakes that quietly reduce interview callbacks. If you are tailoring multiple applications, a tool like MyCVCreator can make it easier to save role-specific versions of your resume and adjust salary language without rewriting the entire document each time.

Salary Requirements on a Resume: Quick Rules to Follow

In most cases, you should not put salary requirements on your resume. A resume is meant to sell your skills and results, and listing a number too early can shrink your options or anchor you below market. Include salary requirements only when the job posting explicitly asks for them and gives no other place to provide them. If you must include it, use a range based on research, keep it brief, and place it in a low-impact spot such as the end of your resume or in a short note in your cover letter.

If the application has a dedicated salary field, use that instead of your resume. If you are asked for “salary expectations” but you are unsure, it is usually safer to provide a range and signal flexibility. For example: “Salary expectation: $75,000 to $90,000 (negotiable based on total compensation and role scope).” That keeps you in the running while leaving room for benefits, bonus, equity, and title level.

Salary Requirements on a Resume: Quick Rules to Follow Details

Quick answer: Avoid putting salary requirements on a resume unless the employer specifically requests it and there is no other place to enter it. When required, provide a researched range, keep it to one line, and frame it as flexible based on the full compensation package.

Employers use salary information to screen candidates quickly. If your number is too high, you can be filtered out before anyone reads your achievements. If it is too low, you may get an offer that is hard to negotiate up later. A short, market-based range protects you on both sides and signals that you understand the role’s level.

Follow the posting first: If the employer says “include salary requirements,” comply. If they do not ask, leave it off.
Use the application field when available: If there is a salary box in the online form, do not repeat salary on your resume.
Give a range, not a single number: Aim for a realistic spread (often 10% to 20%) to show flexibility while staying credible.
Base it on research: Use your location, years of experience, seniority, and industry to set a range you can defend in conversation.
Keep it one line: Example: “Salary expectation: $75,000 to $90,000 (flexible).” Avoid long explanations on the resume.
Place it low on the page: If included, put it near the end (for example, after Skills or Additional Information) so your value leads.
Don’t mention salary history unless required by law or the employer: Salary history can weaken your negotiating position and is restricted in many places.
Clarify total compensation: If relevant, note that the range depends on bonus, equity, benefits, and schedule expectations.
Match the role level: A manager-level range for an individual contributor role can look out of touch, and vice versa.
Make it easy to tailor: Save a version of your resume in a builder like MyCVCreator so you can quickly adjust the range and wording per application without rewriting your entire document.

What “Salary Requirements” Means to Employers

When an employer asks for “salary requirements,” they are not asking for a single magic number that proves you understand your worth. They are asking for a practical signal: what compensation level would make you willing to accept the role, and whether that level is realistic for their budget and pay structure.

In most hiring processes, salary requirements are used as an early screening tool. Recruiters and hiring managers need to know whether it’s worth moving forward before investing time in interviews, assessments, and reference checks. If your expectation is far above the role’s range, they may pause the process. If it’s far below, they may worry you will leave quickly, or they may question whether you understand the market for your experience level.

It also helps employers maintain internal equity. Many companies have pay bands tied to job level, location, and seniority. Even if they like you, they may be limited by what they can offer without creating pay compression or unfair differences between employees in similar roles. Your salary requirement gives them a starting point to see if there is overlap between your expectations and their band.

Just as importantly, “salary requirements” can include more than base pay, even when the question sounds narrow. Employers often read it as your overall compensation expectations, especially for professional roles. That can include bonus, commission, overtime eligibility, equity, benefits, and flexibility. If you only provide a base salary number, they may assume that number is your priority, which is fine, but it’s helpful to understand what they are really trying to confirm.

Employers also watch how you communicate your requirement. A rigid demand can signal you may be difficult to negotiate with. A thoughtful range, paired with a brief note that it depends on the full package and role scope, signals professionalism and flexibility without underselling yourself.

Finally, where you place salary requirements matters because it changes the tone of your application. A resume is typically a marketing document focused on impact and fit. That’s why many candidates avoid listing salary on the resume unless the posting explicitly requests it. If you do need to include it, keep it concise and neutral, and make sure the rest of the resume strongly supports why you are worth that level. Tools like MyCVCreator can help you format a clean version of your resume where a short salary line, if required, doesn’t distract from your achievements.

When to Include Salary Requirements (and When to Leave It Off)

Salary requirements matter because they influence whether you move forward, how you’re perceived, and how much negotiating power you keep. Share the number too early and you can accidentally price yourself out of a role that could have stretched for the right candidate. Avoid it when it’s required and you may be screened out automatically. The goal is simple: give the employer what they need at the right moment, without undercutting your leverage.

In most hiring processes, a resume is meant to prove fit, not finalize compensation. Many recruiters prefer to discuss pay after they confirm you match the role’s scope, seniority, and location. That’s why adding salary requirements on a resume is usually optional and often unnecessary. When you volunteer a number without being asked, you shift attention away from your value and toward cost.

Include salary requirements when the job posting explicitly requests them, when an application form requires a figure, or when a recruiter asks for your expectations before scheduling interviews. In those cases, providing a clear, professional response helps you avoid delays and shows you can follow instructions. It can also save time for both sides if your range is far outside the employer’s budget.

Leave salary requirements off when the posting is silent, when you’re applying through a standard resume upload, or when you’re pursuing roles where compensation varies widely based on level, territory, or commission structure. It’s also smart to hold off if you’re changing industries or titles and still gathering market data. A better approach is to prepare a range for conversations and keep your resume focused on achievements.

Timing is everything. If you must include it, use a range rather than a single number and keep it flexible with wording like “negotiable” or “depending on total compensation.” If you’re tailoring multiple applications, a tool like MyCVCreator can help you maintain a clean resume version that omits pay details, plus a separate version or cover letter snippet for employers that specifically request salary expectations.

How to Add Salary Requirements to Your Resume, Step by Step

Most of the time, your resume should focus on value: skills, outcomes, and fit. Salary is usually handled later in the process. Still, some employers explicitly request salary requirements, and ignoring that instruction can get your application filtered out. The goal is to comply without boxing yourself into a number that’s too low or scaring off a good opportunity with a number that’s too high.

Use the steps below to add salary requirements in a way that’s clear, professional, and flexible, while keeping the resume focused on what you can deliver.

Step 1: Confirm whether salary requirements truly belong on the resume

Before you add anything, re-check the job posting and application form. If the employer asks for salary requirements in an online field, put it there and keep the resume salary-free. If the posting says “include salary requirements in your resume” or “submit a resume with salary expectations,” then it’s appropriate to add a short line.

If the posting is vague, consider placing salary expectations in a cover letter instead. A resume is often shared internally and reused across roles, and salary details can become awkward out of context.

Step 2: Do quick market research and set a realistic range

Even if you plan to stay flexible, you need an informed target. Build a range based on role, level, location, and industry. Also factor in your must-haves: minimum acceptable base pay, benefits you rely on, and whether you’d trade base salary for bonus, equity, remote work, or extra PTO.

A practical approach is to create three numbers for yourself: a walk-away minimum, a target, and a strong-but-reasonable ask. Your resume should usually reflect a range that sits around your target, not your absolute minimum.

Step 3: Choose the safest format for your situation

In most cases, a range is safer than a single number because it signals flexibility and reduces the risk of underpricing yourself. Use a single figure only when the employer demands it or when you’re applying for a role with standardized pay bands and you’re confident about the market.

Best default: a salary range (e.g., “$85,000–$95,000 base”).
When to use “negotiable”: when the posting allows it and you want to avoid anchoring early.
When to use a single number: when required by the employer or when you have a clear, evidence-based expectation.

Step 4: Decide where to place it so it doesn’t distract

Keep salary requirements out of the headline, summary, and skills section. The cleanest placement is a short line near the end of the first page or in a small “Additional Information” section. This makes it easy for recruiters to find while keeping the top of the resume focused on your qualifications.

If you’re using a two-page resume, place it on page one only if requested. Otherwise, it can be missed. The key is visibility without prominence.

Step 5: Write the salary line with the right level of detail

Be specific about what the number represents. Many misunderstandings happen because candidates list a figure without clarifying whether it’s base salary, total compensation, hourly, or contract rate.

Base salary range: “Salary requirement: $85,000–$95,000 base (flexible based on total compensation).”
Hourly role: “Compensation expectation: $28–$32/hour (depending on shift and benefits).”
Contract work: “Contract rate: $70–$85/hour (W2) or $85–$100/hour (1099), depending on scope.”

Avoid adding personal financial context (rent, loans, family needs). Employers only need a professional expectation tied to the role.

Step 6: Align your salary requirement with the role level you’re presenting

Salary expectations should match the seniority your resume signals. If your resume reads like a senior candidate but your salary range is entry-level, it can raise concerns about fit or credibility. The reverse can also happen: an ambitious range paired with junior experience can lead to quick rejection.

Do a quick consistency check: your title history, scope of work, leadership, and measurable outcomes should support the range you list.

Step 7: Add a brief flexibility statement to keep negotiation open

A short flexibility phrase can prevent your range from becoming a hard stop. Keep it professional and short, and don’t over-explain.

“Open to discussion based on benefits, bonus, and growth opportunities.”
“Flexible depending on responsibilities and total compensation.”
“Negotiable for the right role and package.”

Step 8: Format it cleanly and tailor it for each application

Use the same font and style as the rest of your resume. Don’t bold the numbers or add color. It should read like a standard detail, not a demand. If you’re applying to multiple cities or different levels, tailor the range each time. A one-size-fits-all number is one of the fastest ways to lose leverage.

If you’re editing quickly across applications, a builder like MyCVCreator can help you duplicate a resume version and adjust a single “Salary requirement” line without accidentally changing other sections. The best practice is to save role-specific versions so your range stays aligned with each job’s scope and location.

Step 9: Do a final risk check before you submit

Ask yourself three questions: (1) Did the employer actually request this? (2) Is it clear whether the figure is base, hourly, or contract? (3) Does the range leave room to negotiate? If the answer is yes to all three, you’re ready to submit.

One last tip: if you’re unsure, choose a slightly wider range rather than a narrow one. A tight range can look like an ultimatum, while a reasonable spread signals you’re informed and open to a fair conversation.

Salary Requirement Examples: Ranges, “Negotiable,” and More

When an application asks for salary requirements, your goal is to stay credible, protect your negotiating room, and still give the employer something usable. The best answer depends on what the employer requested (a number, a range, or “desired salary”), how much you know about the role, and how much leverage you have. Below are practical examples you can copy, plus notes on when each one works best.

Example 1: A market-based salary range (best all-around option)

Resume line (if you must include it): Salary requirement: $72,000 to $86,000 (base), depending on total compensation and role scope.

Why it works: It signals you’ve done your homework, gives a workable bracket, and keeps the door open to negotiate based on benefits, bonus, equity, schedule, or title.

Realistic scenario: You’re applying for a mid-level marketing manager role in a major metro area. You’ve researched typical pay and you’re comfortable inside that band.

Example 2: A narrower range for highly defined roles

Application field: $88,000 to $95,000

Optional clarifier (cover letter or email): Targeting $88,000 to $95,000 base, assuming standard benefits and a typical bonus structure.

Why it works: If the job scope is clear and you’re confident in your value, a tighter range can position you as senior and reduce the risk of being anchored too low.

Example 3: “Negotiable” (use carefully, and only when appropriate)

Application field: Negotiable

Better version (if there’s room for text): Negotiable based on the overall compensation package, responsibilities, and growth opportunities.

Why it works: It avoids anchoring when you have limited information. However, some systems or recruiters may push back because it doesn’t help them screen candidates.

Realistic scenario: You’re switching industries and the title is unfamiliar, so you want the first conversation to confirm expectations before naming numbers.

Example 4: “Open to discussion” with a soft range (a strong compromise)

Application field: Open to discussion; based on my research, I’m targeting $60,000 to $70,000 base.

Why it works: You provide direction without sounding rigid. This is especially useful when you’re not sure how the company levels the role.

Example 5: Hourly roles (retail, admin, healthcare support, trades)

Application field: $22 to $26 per hour, depending on shift differentials and benefits.

Resume line (if requested): Salary requirement: $22 to $26/hour (flexible for evenings/weekends and full benefits).

Realistic scenario: A clinic role offers different pay for evenings and weekends. Calling out shift differentials shows you understand how pay is structured.

Example 6: Contract or freelance roles (rate + scope)

Application field: $85 to $110/hour, depending on project scope, timeline, and deliverables.

Email follow-up option: My typical range is $85 to $110/hour. If you can share expected weekly hours and deliverables, I can confirm a more precise rate.

Why it works: Contract pricing depends heavily on scope. This language keeps you from underbidding before you know what “the project” really includes.

Example 7: When the employer asks for “current salary” (a tactful redirect)

Application field (if it allows text): Prefer to focus on expectations for this role. Target range: $78,000 to $90,000 base, depending on total compensation.

Why it works: It keeps the conversation forward-looking and reduces the chance your past pay anchors your offer.

Example 8: When the employer requires a single number (use a “safe” number)

Application field: $84,000

Optional clarifier (cover letter or email): Expected base salary: $84,000, with flexibility based on bonus, benefits, and role scope.

Why it works: Some ATS fields won’t accept ranges. Choose a number near the lower-middle of your acceptable range, not your absolute minimum.

Example 9: Entry-level candidates (show flexibility without sounding unsure)

Application field: $48,000 to $55,000, depending on training support and responsibilities.

Realistic scenario: You’re a new graduate applying for an analyst role. You want fair pay, but you also value mentorship and a clear progression path.

Example 10: Executive or senior roles (separate base and total comp)

Application field: Base salary: $155,000 to $185,000; open to discussing bonus/equity to align with total compensation expectations.

Why it works: Senior compensation often includes variable pay. Separating base from total comp prevents confusion and positions you as experienced.

If you’re tailoring multiple applications, it helps to keep a few versions of these responses ready. In MyCVCreator, you can duplicate a resume version and adjust the salary line (or remove it entirely) depending on whether the employer explicitly requires it, so you’re not rewriting from scratch each time.

Common Salary Requirement Mistakes That Cost Interviews

Salary requirements can quietly knock you out of contention, not because your expectations are wrong, but because the way you present them creates friction for recruiters. Many hiring teams skim resumes fast. If your salary line feels rigid, premature, or confusing, it can signal “hard to negotiate” or “not aligned,” even when you would have been a great fit.

Here are the mistakes that most often cost interviews, plus practical ways to avoid them without underselling yourself.

Listing a number too early (especially on the resume)

A common misstep is putting a specific salary requirement on the resume when the job post did not request it. This can anchor the conversation before the employer understands your value, and it can also screen you out automatically if your number falls outside an internal range.

Do instead: Only include salary requirements when the employer explicitly asks. If you must respond in an application field, use a range or a flexible statement that leaves room for the full compensation package.

Using a single, rigid figure

“$85,000” can read as non-negotiable, and it ignores variables like bonus, equity, overtime eligibility, shift differentials, and benefits. It also increases the chance you will be filtered out if the role is budgeted slightly below your number.

Do instead: Provide a researched range (often a 10% to 20% spread) and note flexibility based on responsibilities and total compensation.

Giving an unrealistic range (too high or too wide)

A range like “$70,000 to $120,000” looks uninformed, while a range that is far above market can make you seem out of touch with the role’s level. Both can lead recruiters to move on rather than negotiate.

Do instead: Base your range on role level, location, and required skills. Keep it tight enough to look credible, wide enough to allow negotiation.

Undercutting yourself to “get in the door”

Some candidates list a low number hoping to secure interviews. In practice, it can backfire by signaling junior-level expectations, or it can lock you into a lower offer later. Hiring teams often assume your stated requirement reflects your market value.

Do instead: Use a market-aligned range and emphasize fit and impact. If you are changing industries, justify value through transferable outcomes, not a discounted salary.

Making it about personal needs

Phrases like “I need at least…” or references to rent, loans, or family expenses can feel unprofessional. Employers pay for role impact, not personal circumstances.

Do instead: Keep it business-focused: reference market rates, scope, and total compensation.

Formatting it in a way that distracts or looks like a demand

Putting salary requirements in large font, bold at the top, or in a headline can read like an ultimatum. It also wastes prime resume space that should sell your achievements.

Do instead: If required, place it subtly in a cover letter or in an application field. If you’re using a builder like MyCVCreator, keep the resume focused on results and tailor any salary language to the employer’s instructions in the appropriate section.

Ignoring the employer’s instructions

If the posting asks for “salary expectations” and you provide “salary history,” or you skip the question entirely, you can be screened out for not following directions. Some companies treat this as a basic attention-to-detail test.

Do instead: Match the request precisely. If they ask for expectations, give expectations. If they ask for requirements, provide a range and note flexibility. If they ask for hourly, do not answer with an annual figure.

Forgetting to clarify the pay basis

“$60,000” could mean base salary, total compensation, or even a contract rate converted incorrectly. Ambiguity creates extra work for recruiters and can lead to wrong assumptions.

Do instead: Specify the basis: “Base salary range: $60,000 to $70,000” or “Hourly range: $28 to $34,” and keep it consistent with the job type.

Using outdated numbers

Pay bands shift quickly, especially in competitive fields and in high-cost cities. If you rely on what you earned years ago or what a friend makes, your requirement may be misaligned in 2026.

Do instead: Refresh your research before each serious application and adjust for seniority, niche skills, and location. When in doubt, aim for a defensible range and let the interview process reveal scope before you commit to a final figure.

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Expert Tips to Protect Your Pay While Staying Competitive

Salary requirements can quietly shape your entire negotiation, even before a recruiter speaks to you. The goal is to stay in the running while avoiding two common traps: pricing yourself out too early or anchoring yourself too low. The most effective approach is to share pay information only when it’s required, and when you do, make it flexible, defensible, and aligned with the role’s real scope.

Start by separating “market rate” from “your rate.” Market rate is what the job typically pays in your location and industry for that level. Your rate is market rate adjusted for your specific value, such as niche tools, leadership scope, security clearance, revenue impact, or regulated-industry experience. If you can’t justify why you’re above the midpoint, you’ll struggle to hold that number later. If you can justify it, you can state a higher range without sounding unrealistic.

Use ranges strategically. A range should be tight enough to look credible but wide enough to keep options open. As a practical rule, aim for a spread of about 10% to 20% between the low and high end. Lead with the number you can accept, not the number you hope they’ll offer. If your minimum is $85,000, don’t list $75,000 to $95,000 and assume you’ll land near the top. Many employers anchor to the low end.

When you must include salary requirements on a resume, protect yourself with wording that signals flexibility and total compensation awareness. For example, “Target compensation: $92,000 to $105,000 base (flexible based on total package and role scope).” This keeps you competitive while making it clear you’re not negotiating against yourself. It also subtly reminds the employer that benefits, bonus, equity, overtime eligibility, and schedule expectations matter.

Match your salary language to seniority. Entry-level candidates should avoid sounding rigid because employers may be balancing training time and budget. Senior candidates should avoid sounding vague because employers expect you to understand your market value. If you’re pivoting careers, consider positioning your range slightly closer to the role’s midpoint while emphasizing transferable outcomes, such as “reduced cycle time,” “improved customer retention,” or “managed cross-functional stakeholders.”

Be careful with “negotiable” as a standalone answer. It can read as evasive, and it doesn’t prevent lowball offers. A stronger version is “Open to discussion; seeking a market-aligned offer based on responsibilities and total compensation.” That keeps the conversation open while still setting a standard.

Finally, keep your resume clean and consistent. If you’re tailoring applications quickly, a tool like MyCVCreator can help you duplicate a resume version and adjust the salary line only when a posting explicitly requests it, so you don’t accidentally include pay details where they aren’t needed. The less unnecessary salary information you share, the more leverage you keep for the interview and offer stage.

Salary Requirements FAQ and Final Resume Checklist

Salary requirements can feel like a trap on a resume, but they do not have to be. When you handle the question strategically, you protect your earning potential, avoid pricing yourself out, and keep the conversation focused on fit and value.

Use the FAQs below to sanity-check your approach, then run through the final checklist before you submit. A few minutes of review can prevent the most common mistakes: giving a number too early, using the wrong format, or accidentally locking yourself into a low range.

Salary Requirements FAQ

Should I put salary requirements on my resume at all?
Usually, no. Most resumes should not include salary information unless the job posting explicitly asks for it or the application form requires it. If it is optional, you are typically better off saving the discussion for later, once the employer understands your scope and you have more leverage.
What if the job posting says “include salary requirements”?
If the employer specifically requests it, comply, but keep it flexible. A short line is enough, such as: “Salary expectation: $75,000 to $90,000 (negotiable, based on total compensation and role scope).” If you are unsure, use a range rather than a single number and avoid placing it at the top of the resume where it can dominate the first impression.
Is it better to give a range or a single number?
A range is usually safer because it signals flexibility and reduces the risk of underpricing yourself. Keep the range tight enough to be credible, often a spread of 10% to 20%, and make sure the bottom number is still a figure you would accept.
Where should salary requirements go on a resume?
If you must include them, place them near the end of the document or in a brief “Additional Information” line, not in the headline or summary. Another clean option is a separate one-line “Salary Requirements” document if the employer allows attachments, but only do this when requested.
What wording should I use to keep it negotiable?
Use clear, plain language and add context without sounding evasive. Good options include “negotiable,” “depending on responsibilities,” and “based on total compensation.” Avoid vague phrases like “open” with no numbers if the employer asked for a figure, and avoid overly aggressive wording like “non-negotiable” unless you truly mean it.
Should I include hourly pay, annual salary, or both?
Match the job’s pay structure. If the role is posted hourly, provide an hourly range. If it is salaried, provide an annual range. If you are converting, be consistent and realistic. For example, $40/hour is roughly $83,200/year at 40 hours per week, but benefits, overtime rules, and expected hours can change the real comparison.
What if I am changing careers or I was underpaid in my last job?
Do not anchor your expectations to your previous salary if it was below market. Base your range on the target role, your transferable skills, and the value you can deliver. If you are bridging a gap, consider stating a range that reflects entry-to-mid level for the new field and emphasize relevant achievements that justify the higher end.
What if the application form forces a number and won’t accept a range?
First, check if it accepts “0,” “999999,” or “Negotiable.” If it requires a realistic number, choose a figure near the lower-middle of your intended range so you are not eliminated, but you still have room to negotiate later. Keep your resume itself free of salary details unless the employer also asked for it there.

Final Resume Checklist (Before You Hit Submit)

Follow the posting exactly: If salary requirements are requested, include them. If not requested, leave them off.
Use a range when possible: Keep it tight and ensure the low end is acceptable to you.
Make it negotiable: Add a short qualifier tied to scope and total compensation.
Place it in the right spot: Keep salary details out of your headline and summary; use a discreet line near the end if needed.
Stay consistent with the role type: Hourly for hourly roles, annual for salaried roles, and avoid mixing formats.
Double-check your value story: Your resume should justify the range through measurable outcomes, scope, and skills.
Proofread formatting: Use consistent currency symbols, commas, and hyphenation (for example, “$75,000 to $90,000”).

Once your salary line is handled, the rest is about presenting a strong, tailored resume that earns you the conversation. If you want a quick way to customize versions for different roles, you can build and duplicate tailored resumes in MyCVCreator, then adjust your summary and key achievements to match each posting while keeping your salary approach consistent and intentional.

Your next step: decide whether salary requirements truly belong in your application, choose a defensible range if they do, and submit a resume that proves why you are worth it. The goal is not to win the negotiation on the resume. The goal is to get to the interview with leverage intact.

How to Write Salary Requirements on a Resume (With Examples and Best Answers)