How to Talk About Salary History – 2026 Practical Guide

When a recruiter asks, “What’s your salary history?” the question can feel like a trap. In 2026 most large tech firms and many startups have moved away from the practice, but smaller companies and some hiring managers still ask. The key is to stay in control, keep the conversation anchored to the role’s market range, and avoid giving yourself a low ceiling.

1. Why the Question Still Pops Up

Even though many jurisdictions have banned salary‑history inquiries, the practice persists in:

• Private‑equity‑backed startups that inherit legacy HR policies.
• Smaller firms that lack a formal compensation team.
• International hiring where local labor laws differ.

Understanding the why helps you answer without losing momentum. Recruiters often ask to gauge expectations, not to punish you. Treat the question as a data point you can shape.

2. Legal Quick‑Check

Before you answer, make sure you’re not violating any local law. In most of the United States, states such as California, New York, and Massachusetts prohibit the request. The EU’s GDPR also limits how personal compensation data can be used. If you’re unsure, you can politely respond with:

“I’m happy to discuss the compensation range for this role. Could you share the budgeted range first?”

That defers the conversation while keeping you compliant.

3. The Core Script – What to Say

A good script is short, factual, and forward‑looking. Here’s a template you can adapt on the fly:

Thank you for asking. In my most recent role, my total compensation was $X base plus $Y bonus, which reflected the market for a senior engineer in the San Francisco area at that time. For this position, I’m focused on the responsibilities and impact, and I’m looking for a package that aligns with the current market for a role of this scope—typically $Z–$W.

Why it works

• Anchors your past pay to a specific market and location.
• Shifts the focus to the new role’s responsibilities.
• Provides a range without locking you into a single figure.

Variations

• If you prefer not to disclose numbers: “I’m comfortable discussing a range that reflects the market for this role.”
• If the recruiter insists: “My last package was $X base and $Y variable. Based on my research, the market range for this role is $Z–$W, which is where I’d like to be.”

4. Common Mistakes and How to Avoid Them

5. Email Templates for Follow‑Up

Sometimes the conversation moves to email. Below are two templates you can copy‑paste.

5.1. When You Want to Share a Range

Subject: Compensation Discussion – [Your Name]

Hi [Recruiter Name],

Thank you for the interview earlier. Regarding compensation, my recent total package was $X base plus $Y bonus. For the [Position Title] role, I’m targeting a base salary in the $Z–$W range, which aligns with current market data for similar responsibilities.

I’m excited about the opportunity to contribute to [Company] and am open to discussing how the total package can reflect the impact I’ll bring.

Best regards,
[Your Name]

5.2. When You Prefer Not to Disclose Numbers

Subject: Compensation Expectations – [Your Name]

Hi [Recruiter Name],

I appreciate the chance to discuss the [Position Title] role. Rather than focusing on past figures, I’m interested in a compensation package that reflects the market for this position—typically $Z–$W for a role with these responsibilities.

Looking forward to learning more about the total rewards structure at [Company].

Best,
[Your Name]

6. Checklist Before the Call

1. Research the market – Use sites like Levels.fyi, Glassdoor, or industry reports for the specific role and location.
2. Know your own numbers – Have your last base, bonus, and equity figures ready, even if you won’t disclose them.
3. Prepare a range – Pick a lower‑bound that you’d accept and an upper‑bound that feels ambitious but realistic.
4. Practice aloud – Run through the script at least twice. (Call Assistant can help you rehearse and keep the answer concise.)
5. Set a follow‑up question – E.g., “Can you share the compensation band for this role?” to keep the dialogue balanced.

7. How to Practice This

1. Record a mock interview – Use a friend or a voice recorder. Ask the salary‑history question and respond with your script.
2. Refine with data – After each run, adjust the numbers to better match the latest market reports.
3. Integrate into your interview flow – Practice transitioning from the salary question to a discussion of impact, so the conversation never stalls.

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How to practice this

1. Gather market data for the role you’re targeting and note the typical range.
2. Run a 5‑minute role‑play with a colleague, using the script and checklist.
3. Review the recording for tone, brevity, and confidence; tweak any hesitant phrasing.

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FAQ

• Q: What if the recruiter refuses to share the salary range first? A: Politely reiterate your preference to discuss compensation after you understand the role’s responsibilities. You can say, “I’m happy to discuss my expectations once I have a clearer picture of the scope and budget for the position.”

• Q: Should I mention equity or bonuses when answering? A: Yes, if they were a significant part of your past package. Frame them as part of the total compensation to show you understand the full picture.

• Q: How far back can I go when citing salary history? A: Limit it to the most recent role or the last two years. Older figures become less relevant and can distract from the current market context.

• Q: Is it ever okay to give a single number? A: Only if you’re comfortable with that figure being the anchor for negotiations. Otherwise, a range protects you from being low‑balled.