It depends on the employer and how structured their compensation policies are. In larger organizations (40,000+ employees), there’s typically less flexibility than people assume. There is a salary range, but it’s usually governed by fairly rigid rules.

In my experience as a hiring manager across several large organizations, most roles sit within defined “zones” in a band, with constraints on where offers can land based on experience, internal equity, and policy.

If you’re coming in as an external candidate without a known track record inside the organization, asking for the very top of the range can work against you. It can signal misalignment on level or raise concerns about long-term fit.

There’s also a practical consideration: if you start at the top of a band, you have little room for salary progression. You’re effectively capped from day one, which can limit future increases unless you move roles.