Yes perfect advice -- negotiate from a position of leverage and always ask for that little bump at the end.

In my experience, not talking about salary early kind of sets everyone up to waste their time. One time it ended up with a full interview process that went very well for a job I thought would be perfect in an industry that _should_ have outstanding pay, and the resulting offer that was lower than my current role, paid hourly without benefits with a vague promise to later be an FTE; not only did we all waste our time, I was pretty upset about it. When I sent an email to the hiring manager they said "well you never told us your expectations" -- now the guy was dumb, he _knew_ I had a good job already, the comp he was offering was well below industry standard, and he knew my background, but nevertheless that is where a lot of hiring folks heads are at and it makes total sense: they want to get a good deal just like you do.

Asking for salary band is good, especially earlier in your career, but to me it's now kind of irrelevant -- for the same reason you will go high, they will try to go low. I have a price I will be happy at, I say a number higher in the beginning but say depending on how everything goes there may end up being flexibility, and that I look at the entire package holistically. This is just to assess: "is it worth us continuing to engage". Not doing this would have wasted a colossal amount of time.

I'm now in a position where I know where salaries generally are in different parts of the industry, and I can set a price based on what I expect and what my current role is, and I explain my reasoning. But yes: it depends so much on the situation. Benefits good? Growth potential at a startup good? Do I believe in the mission and that the founder won't abandon for an acquihire and tank my equity? Etc.