How to Handle the “What Are You Currently Making?” Question – Deflection Scripts for Every Scenario

You’re in the middle of an interview that’s going great. The conversation flows, the rapport is real, and then the recruiter leans in and asks: “So, what are you currently making?”

Your stomach drops a little. You don’t know whether to answer honestly, dodge the question, or just make something up and hope for the best.

Here’s the truth most people don’t hear: answering that question directly is almost never in your best interest. And in a growing number of states, the interviewer may not even be legally allowed to ask it.

Your current salary is your personal information — not a negotiating baseline you owe anyone. When you disclose it, you’re handing the employer an anchor. If you’re underpaid, they now know they can lowball you. If you’re well paid, they might screen you out for a role you’d happily take at a fair market rate. Either way, you lose.

This guide gives you the exact scripts, the reasoning behind them, and the confidence to use them — no matter who’s asking or how they ask it.

If you want to build on this, check out our complete breakdown of salary negotiation tactics that actually work before your next offer conversation.

Why You Should Almost Never Answer This Question Directly

Before diving into scripts, it helps to understand why this question is asked in the first place.

Recruiters and hiring managers ask about your current salary for one reason: it makes their job easier. They want to know how cheaply they can hire you. Your number becomes the ceiling they work from, not the floor.

Research consistently shows that candidates who negotiate earn significantly more than those who accept initial offers. According to data highlighted by the UCLA Anderson Review, about 85% of candidates who counter an initial offer get at least some of what they asked for. The problem isn’t that negotiation fails — it’s that people skip it or undermine themselves before it even begins.

Sharing your current salary too early is one of the most common ways people undermine themselves.

Anchoring is a powerful psychological phenomenon — once a number enters the room, it shapes every conversation that follows. If your anchor is your current (possibly below-market) salary, you’re negotiating against yourself before the employer has even made an offer.

First: Know Your Legal Rights

Here’s something that changes the calculus entirely for many job seekers: asking about your salary history is illegal in a large and growing number of places.

According to HR Dive’s running list of salary history bans, more than 20 states — including California, New York, Illinois, Massachusetts, New Jersey, Colorado, and others — prohibit employers from asking about your current or past compensation. Dozens of cities and municipalities have their own local bans layered on top.

In states like California, employers cannot even use salary history to set compensation if you voluntarily offer it. The law is that strict.

If you’re in a covered jurisdiction, you have the right to decline this question without any need for an excuse. A simple, polite redirect is completely appropriate — and legally protected.

Even if you’re not in a covered state, knowing these laws exist gives you confidence. This question isn’t standard professional practice anymore. It’s increasingly recognized as a practice that perpetuates wage gaps, particularly for women and underrepresented groups.

Interview Guys Tip: Before your next interview, do a quick search for salary history ban laws in your state and city. If you’re covered, you’re not just deflecting for strategic reasons — you’re exercising a legal right. That knowledge alone can eliminate the guilt or awkwardness many people feel when they redirect this question.

The Core Deflection Strategy: Pivot to Market Value

The goal of every script below is the same: move the conversation away from your past pay and toward the market rate for this specific role.

When you anchor to market data instead of your personal history, you put both parties on more equal footing. You’re not hiding anything — you’re focusing the conversation on what the job is worth, which is the only number that actually matters.

Here’s the core pivot that underpins every script:

“I’d prefer to focus on the market rate for this role rather than my current compensation. Based on my research and experience, I’m targeting [range]. Does that align with the budget for this position?”

That’s it. Clean, professional, and completely reasonable. But there are many variations depending on who’s asking, when they’re asking, and how much pressure you’re getting.

Deflection Scripts for Every Scenario

Scenario 1: The Recruiter Asks in a Phone Screen

Phone screens are often the first time this question comes up, and it can feel jarring because you haven’t had time to build rapport yet.

Script A (Standard Redirect):

“I’m keeping that information private for now, but I’m targeting a range of [low end] to [high end] based on my research into market rates for this kind of role. Does that work with your budget?”

Script B (If You Don’t Know the Range Yet):

“I’d like to learn more about the full scope of the role before discussing specific numbers. Can you share the compensation range you’ve budgeted for the position?”

The second script works well when the job posting didn’t include a salary range and you genuinely need more information to quote a defensible number.

Interview Guys Tip: Whenever you redirect this question, close with your own question about their range. This keeps the conversation moving and immediately signals that you’re not done with the topic — you’ve just redirected it. Whoever names a number first gives the other person an anchor. Make it them.

Scenario 2: The Hiring Manager Pushes Back

Sometimes a recruiter accepts your redirect easily. Hiring managers can be more persistent. They may say something like “I understand, but our process requires this information” or “We just want to make sure we’re in the same ballpark.”

Script for the “We Need to Know” Push:

“I appreciate that, and I want to make sure we’re not wasting each other’s time either. Based on my research, I’m targeting [range] for a role at this level. If that’s in line with your budget, I’m confident we can work out the details.”

Script for the “Just Ballpark It” Request:

“I’d rather not anchor the conversation to my current situation since it may not reflect what this role actually demands. What I can tell you is that I’m looking for something in the [range], which I believe is competitive for my experience level and this market.”

The key in both cases: be warm, be direct, and immediately offer something useful in exchange for what you’re not giving. You’re not stonewalling — you’re redirecting.

Scenario 3: It’s on the Job Application Form

Online applications that require salary history in a field you can’t skip are a real problem. Here’s how to handle them:

• If the field isn’t required, leave it blank entirely.
• If the field accepts text, type “Negotiable” or “Open to discussing.”
• If it requires a number and you can’t proceed without one, enter your target salary for the new role — not your current salary. You’re answering “what salary are you looking for” even if they asked something different.
• If the field is truly mandatory and you’re in a state with salary history ban laws, document that the application required this information. That matters legally.

Never inflate or fabricate a salary. Background check firms and reference calls can verify compensation. The dishonesty risk is never worth it.

Scenario 4: You’re Currently Underpaid

This is the scenario where answering honestly does the most damage. If you’re significantly underpaid relative to your target market, sharing that number gives the employer permission to offer you less than the role is worth.

Script:

“My current compensation doesn’t really reflect the market rate for what I do, which is actually part of why I’m exploring new opportunities. I’d rather focus on what this role is worth. Based on my research, I’m targeting [range].”

This answer is honest, professional, and reframes the conversation around value rather than history. It also subtly communicates that you know your worth — which itself is a signal employers respond to.

Scenario 5: You’re Currently Well-Compensated

If your current salary is higher than what you think this role pays, you might worry the employer will screen you out. Here’s how to handle that without anchoring against yourself:

Script:

“Rather than focus on what I’m making now, I’d love to understand what this role typically pays and what you’ve budgeted. My priorities in a move are [growth opportunity/work-life balance/mission alignment], so I’m open to a conversation about total compensation.”

By mentioning non-salary priorities, you signal flexibility without conceding anything on base pay.

Scenario 6: You’re Switching Industries or Career Paths

Industry switchers face an extra challenge: their current salary often reflects a completely different market, making historical pay irrelevant to the conversation.

Script:

“My current role is in [different industry], so my salary there really isn’t a good comparable for this position. What I’ve researched is that [target role] in this industry typically ranges from [low] to [high]. That’s the range I’m targeting.”

This is one of the cleanest redirects available to career changers. If you’re changing careers, leading with market data instead of history immediately positions you as someone who has done their homework.

Interview Guys Tip: Your research is your credibility. Before any interview where salary will come up, spend 30 minutes on salary transparency laws and pay ranges so you can quote market rates with confidence. Sites like Glassdoor, LinkedIn Salary, Levels.fyi, and the Bureau of Labor Statistics all publish data you can reference.

What to Do When the Pressure Gets Intense

Some interviewers will push hard. They may say things like “This is a deal-breaker for us” or “We can’t move forward without knowing this.” Here’s how to hold the line without burning the bridge.

The Firm But Friendly Hold:

“I understand this might create some friction, and I appreciate your directness. I’m genuinely interested in this opportunity. What I can tell you is that if the compensation is in the range I’ve mentioned, I’m confident we can work things out. If the budget is significantly outside that, it might be worth clarifying that now before we both invest more time.”

This script does two things: it signals you’re serious about the role, and it gently puts the pressure back on them to show their cards. Most of the time, at this point, the employer will share their range.

If they won’t budge and continue insisting — and you’re in a state with a salary history ban — you can respond politely but clearly:

“I’m actually in a state where salary history inquiries are restricted, so I’m not comfortable sharing that. I’m happy to discuss my target range and what the role requires.”

After the Deflection: Lock In the Next Step

Deflection only works if you follow through. Once you’ve redirected to your target range, make sure the conversation doesn’t stall.

• Confirm whether your range is in line with their budget before moving to the next interview stage.
• Ask for written documentation of the salary range as early as the offer stage.
• Remember that base salary is only one part of total compensation. If you’re navigating a tricky negotiation, our salary negotiation email templates can help you handle the back-and-forth in writing.

And if you receive an offer that’s lower than expected, don’t panic. According to research from Pew Research Center, the majority of people who negotiate their salary get at least some of what they ask for. The fear of losing an offer by negotiating is vastly overblown — and one of the most expensive myths in career advice.

For the full breakdown of how to counter an offer once you’re at that stage, our guide on how to negotiate salary with zero experience walks through the exact frameworks.

A Final Word on Confidence

The reason most people answer the salary history question honestly isn’t that they don’t know better — it’s that saying “I’d prefer not to share that” feels uncomfortable. It feels evasive. It feels like you’re being difficult.

You’re not. You’re being professional.

The pay transparency movement that’s sweeping through state legislatures isn’t just about job posting requirements. It’s a signal that compensation conversations are changing. Employers who ask for your salary history are increasingly on the wrong side of that shift — and candidates who know how to navigate it professionally are at a significant advantage.

Your current salary is your business. What this job is worth is the conversation worth having.

Walk into your next interview with a target range, a few of the scripts above, and the confidence to redirect this question without apology. That’s not being difficult. That’s being prepared.

Additional Resources:

• FindLaw: Salary History Bans by State
• UCLA Anderson Review: Most Job Seekers Skip Negotiation and Pay a High Price
• HR Dive: Salary History Ban States List
• Paycor: States with Salary History Bans

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