Interesting, and we've all heard this thing about whoever says a number first loses.<p>Having been on the hiring and hiree side of the table, I don't think this is as universally true as people make it out to be. I've both paid more than budgeted, and been paid more than the budget, on several occasions when it seemed the "fit" was right.<p>I usually try to get a feel for the salary range, the phase of the company (pre-launch, post-launch but small sales, sales flowing, etc.), and the overall position. If I can get the company (or candidate) to offer a number first, that's great. If not, so be it. I think that more often than not I've told candidates what the salary is for a position before they've asked. If they would've worked for less, oh well, I'd rather compensate all members of my team fairly... employees that got the salary shaft soon find out and become bitter. If they wanted more, they can reconsider or negotiate. It matters little to me when I'm in the hiring position.
What Penelope mentions is not necessarily true. The interview candidate can give a number an set the bar at the high end.<p>Read Bargaining for Advantage by G Richard Shell -- this has more info on what I am talking about and is probably the only book you need on the subject.