When asked about salary expectations early, deflect once — "I'd like to understand the full scope first; can you share the budgeted range?" Many recruiters will answer. If pressed, give a researched range whose bottom you'd genuinely accept, anchored slightly above your target. Never give a single number, and never answer with your current salary.
Recruiters ask about expectations in the first call to filter out mismatches before spending interview hours — a legitimate goal that also hands them the negotiation anchor if you answer first. Your first move is a polite reversal: "I'd rather understand the role fully before naming numbers — do you have a budgeted band for this position?" A large share of recruiters will simply tell you, because they'd also rather not waste loops on a mismatch.
Deflect once, not twice. If they come back with "we really need your number", refusing again turns a screening formality into friction. That's when you give your prepared range — the preparation is what makes the moment safe.
Research before the call, not during the offer stage. Levels.fyi for tech roles, Glassdoor and LinkedIn salary data elsewhere, plus posted ranges in pay-transparency jurisdictions — several US states and EU countries now require them, and postings for the same role elsewhere reveal the band. Triangulate to a realistic market band for the role, level, and location.
Then state a range where the bottom is a number you'd actually accept, because that's what the recruiter will hear. "Based on the scope, I'm looking at 130 to 150, depending on the total package" — the top stretches slightly above your target, the bottom protects you, and "total package" reserves room to trade base against equity and bonus later.
"What do you currently make?" is a different question, and in a growing list of jurisdictions employers may not ask it. Either way, don't answer it with a number — your current pay reflects your last negotiation, not this job's value. Redirect: "I'd rather focus on the value of this role; my expectation is the range I mentioned."
The other trap is self-lowballing out of politeness. Naming a modest number to seem easygoing doesn't create goodwill; it resets the entire negotiation floor, and no interviewer upgrades an offer because the candidate undersold themselves. State the researched range in a flat, factual tone — the same voice you'd use to quote a delivery date.
A range. A single number leaves no room to negotiate structure, and its precision invites haggling. Give a researched range whose bottom you'd genuinely accept, since recruiters anchor to the bottom, and tie it to total compensation.
Deflect once, then answer if pressed. Repeated refusal creates friction that costs more than anchoring does. Your protection isn't secrecy — it's having researched the market band beforehand so your range is defensible.
No, and in many US states and some countries employers can't legally ask. Current pay reflects your last negotiation, not this role's value. Redirect to your expectation range for the new role and stay there.
Leverage starts before the call — a resume that scores as senior earns senior bands, so run yours through the free scorer before you name a number.
