Should You Share Your Current Salary in an Interview? How to Discuss Compensation the Right Way?

Discussing pay is an art—and one of the most common yet tricky interview topics:

“What was your salary in your last job?”

“What are your salary expectations?”

Handle these poorly and the conversation can get away from you, hurting your interests. Handle them well and you’ll look professional while keeping leverage for the next round of negotiations.

“What’s your current salary?” — It’s okay not to disclose

Core idea: don’t get stuck in pay history. Bring the discussion back to what this role should pay now and the value you’ll deliver.

When they first ask about current pay, you can pivot naturally:

“I’d like to align on responsibilities and pay standards for this role first. Based on what we discussed and current market data, I’m targeting total compensation of about $X to $Y (including base salary, bonus/commission, and equity/sign-on). Would you share what your company usually offers at this level?”

If they press again, reply politely and clearly:

“I’m not comfortable sharing past salary. For this role, my expectation is total compensation about $X to $Y, based on typical pay for these responsibilities, my past results, and the value I expect to bring. If that differs from your budget, we can definitely talk it through.”

When a form requires a previous-salary number:

• If the field accepts text: write “market-aligned / open to discuss” or “total comp about $X – $Y.”

• If numbers only: enter your target base, and add a note: “Target total comp about $X – $Y.”

Special cases (internal transfers, government/union roles): confirm the level and what that level typically pays. If you’re changing cities or currencies, use the employer’s currency and speak in total compensation to avoid confusion.

“What are your salary expectations?” — A steady way to answer

Start by stating the work you can take on and the impact you can deliver. Then give a total compensation number as “about $X to $Y,” and ask the recruiter to confirm the budget for this level.

Early in the process:

“If I own X and move Y to Z, I’d look for total compensation around $X to $Y. What does this level usually pay on your side locally?”

Once responsibilities are clearer:

“If my scope covers A/B/C, I’d expect total compensation around $X to $Y, with base roughly $B1 to $B2 and the rest in bonus or equity. If your budget is different, we can finalize after the level is aligned.”

After they’ve shared a base-pay window:

“Thanks for sharing base roughly $M to $N. Given my experience with X and the results on Y, I’d aim near the top of that, with equity or a sign-on to align timing.”

Three quick steps to prepare

Before the interview

• Check typical pay for this level in your city.

• Write three numbers: walk-away / target / stretch.

• Prepare 3–5 quantified wins (problem → action → result).

During the conversation

• Discuss responsibilities first, numbers second.

• Ask what they usually offer at this level.

• Speak in total compensation throughout; don’t get pulled into “just give one number.”

If things are still fuzzy, send a brief confirmation email

Subject: Compensation Alignment — [Your Name] × [Role]

Hi [Name],

Great speaking today. Based on the responsibilities we discussed, my target total compensation is about $X to $Y (base, bonus/commission, equity/sign-on). Could you share what your team typically offers for this level in [city]? I can then finalize once scope and level are fully aligned. Happy to provide any additional examples or materials.

Thanks!

[Your Name]

[Contact Info]

Red lines you shouldn’t cross (remember these)

• No “history proofs.” You don’t need to provide pay stubs, tax filings, or bank statements—keep the talk on your target total comp.

• No leaks. Don’t share former employer confidentials—comp formulas, unreleased policies, internal emails/screenshots, or coworkers’ pay.

• Don’t lock a single number too early. Before scope/level is set, say “total comp about $X to $Y.”

• Use one language. Talk in total compensation (base + bonus/commission + equity/sign-on) to avoid misunderstandings.

• Ask the rules. If local policy or company process comes up, ask HR to clarify purpose, scope, and retention period; when unsure, request it in writing.

• Self-check before sharing. Is it public? Is it marked confidential? Does it involve someone else? If any answer is “yes,” don’t share it.

• Keep light notes. Record key dates, who said what, and conclusions—useful for alignment later.

Sprounix | How We Can Help

• AI Interview Practice: simulate compensation questions and follow-ups with real-time coaching.

• Compensation Q&A Training: practice explaining what you’ll do, what you’ve achieved, and what that’s worth—smoothly and clearly.

• Resume Polish: turn results into crisp, quantified bullets that support your ask.

• Job Matching: surface roles and levels aligned with your skills and target total compensation.

In short: within lawful, compliant, and transparent boundaries, Sprounix helps candidates perform better in AI-style interviews and get noticed by the right teams.