How to Handle a Salary History Question in English

Being asked what you currently earn can anchor your next offer to a number that’s too low, especially if you were underpaid before. This guide gives you the English for redirecting the conversation to your target range instead, while staying polite and professional.

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Redirecting Politely

Shift the focus to what you’re looking for, not what you’ve earned before.

• “I’d prefer to focus on the value I’d bring to this role and what a fair range looks like for it, rather than my current salary.”
• “My current compensation reflects a different scope of responsibility — I think it’s more useful to talk about the target range for this specific role.”
• “Rather than anchor to my past salary, could we talk about the budgeted range for this position?”

Asking About the Range First

Turn the question back toward the employer’s expectations.

• “Before I share a number, could you tell me the budgeted range for this role?”
• “What range has been approved for this position, so we can see if it aligns with what I’m looking for?”
• “I’m happy to have this conversation once I understand roughly where the role is banded.”

Citing Legal Restrictions

In jurisdictions where salary history questions are restricted, you can note this directly and professionally.

• “I believe salary history questions aren’t permitted under [state/region] law for this type of role — I’d rather focus on the target range instead.”
• “I’d prefer not to disclose that, and I understand that’s consistent with the pay transparency rules that apply here.”

Giving a Target Range Instead

If pressed, offer your expectation rather than your history.

• “Based on my research and experience, I’m targeting a range of [range] for a role at this level.”
• “What I’m looking for is [range], based on the scope described in the job posting — does that align with your budget?”
• “I’d rather anchor to market rate for this role and my experience than to a number from a previous job with a different scope.”

Handling Repeated Pressure

If the recruiter keeps pushing, stay firm without becoming combative.

• “I want to be transparent that I’m not going to share that number, but I’m very open to discussing what would work for both of us within the role’s range.”
• “I understand you’re trying to gauge fit — I think the target range I gave you is the most useful information for that.”

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Vocabulary Reference

Term	Meaning
Anchor	A reference point (like a past salary) that unintentionally sets expectations low
Banded	Assigned to a specific salary range tier for a role or level
Pay transparency	Laws or policies requiring salary ranges to be disclosed to candidates
Target range	The compensation range you’re aiming for, based on market research
Scope	The responsibilities and seniority level associated with a role

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Key Takeaways

• Redirect salary history questions toward the target range for the role rather than disclosing past pay.
• Try asking for the employer’s budgeted range before offering any number yourself.
• Where relevant, you can note that salary history questions may be legally restricted in your jurisdiction.
• If pressed, give a target range grounded in market research rather than your salary history.
• Stay polite but firm if the question is repeated — you’re not obligated to disclose past compensation.

Navigating the Conversation: Phrases for Redirecting Salary Expectations

The initial question about your salary history – “What were you making before?” – can be tricky. It’s often rooted in outdated practices and doesn’t reflect your current value or market rates. The key isn’t to directly contradict, but rather to gracefully shift the focus to what you are seeking. Here are a few phrases designed for different contexts, particularly useful for non-native English speakers aiming for confident communication:

First, consider a neutral response during an initial screening. A good starting point is: “That’s a fair question. While my previous salary isn’t the primary factor in my decision-making process now, I’m focused on roles that align with my skills and experience at a compensation level of [your target range]. Could you tell me more about the overall budget for this position?” This acknowledges the question without revealing your past earnings and immediately pivots to your desired salary band. Importantly, it uses polite language – “fair question” – which is crucial in many business cultures. Another useful phrase is: “I’m happy to discuss my compensation expectations within the context of the role’s responsibilities and market value.” This emphasizes a strategic approach rather than simply stating a number.

When discussing this with your hiring manager during a code review, or when detailing your desired salary in a Pull Request description, you might say something like: “Regarding compensation, I’ve researched comparable roles and believe a range of [your target range] is appropriate given my experience developing [specific technologies/projects]. My previous salary doesn’t reflect the current market value for this skillset. Let’s discuss how we can align expectations.” Notice the emphasis on research and demonstrating your understanding of market rates – a powerful tactic, especially when discussing compensation with someone you don’t know well. It also subtly positions your past earnings as less relevant.

Finally, if pressed directly about your previous salary during an interview, you could use a slightly more assertive but still professional response: “I understand the importance of understanding my background, but I’d prefer to discuss my compensation expectations based on this role and what it offers – particularly focusing on [mention key benefits or responsibilities] – rather than my previous pay. My goal is to find a position where my skills can be fully utilized at a competitive rate.” This demonstrates self-awareness and clearly sets boundaries while highlighting the value you bring to the company. Remember, confidently stating your desired range is far more effective than defending your past.