What is a polite way to avoid disclosing my current salary until a recruiter shares the pay range for a position?
The Question
I was contacted about a new job opportunity, but the recruiter asked for my current compensation before revealing the budget for the role. I want to remain cooperative without mentioning a number that could undervalue me for this new position. How can I effectively redirect the discussion to focus on the salary range of the open role instead?
Answer
Being asked for your current pay before you know the budget for a role is a common and uncomfortable moment. Wanting to stay cooperative without locking yourself into a number that could undervalue you is a reasonable goal, not a lack of professionalism.
A clear, polite redirect usually works best when you treat the question as a shared problem rather than a refusal. You can thank the recruiter for the outreach, say you are interested in learning more, and ask for the approved range for the role first so you can confirm alignment. For example: “I am happy to talk about compensation once I understand the range for this position. Could you share the budget or band for the role? That way I can respond thoughtfully and we both know whether it makes sense to continue.” If pressed again, stay calm and restate the same frame: you evaluate total opportunity, not only base pay, and ranges help you decide whether a deeper conversation is productive for both sides.
If they need a number to move you forward, you can offer a target range for the new role based on the scope they describe, rather than your current paycheck. That keeps the discussion forward-looking and market-based. You can also ask what the total package typically includes—base, bonus, equity, and benefits—so you are not comparing incomplete figures. In some states and cities, employers face limits on salary-history questions or must disclose pay ranges; rules vary by location, so treat any legal point as something to confirm for the specific workplace rather than a universal guarantee. Federally, equal-pay and nondiscrimination rules address compensation discrimination, but they do not by themselves give every candidate a single nationwide script for this exchange.
Practically, prepare two things before the next call: a short redirect sentence you can say without sounding defensive, and a realistic target range for the role you would accept if the work and level fit. Keep the tone collaborative—you are screening for fit as much as they are. If a recruiter will not share any range at all and will not proceed without your current pay, that is useful information about how the process is run. You can still stay courteous, restate interest in the role’s market range, and decide whether the opportunity is worth continuing under those terms.