In the past, I have been vague about this answer - "I'd expect to make market for this role." I didn't answer my current salary. Or, if you can work it in, straight up ask what the range is for the role - don't forget to clarify - exempt, non-exempt and bonus eligibility. Conversely, if you have a number in your head of what you expect for the role you can just say "based on my understanding of this role and the expectations, I would expect it would pay between $X & $Y", followed by "does that correlate to your band." To the point of another poster, you don't want to waste your time if the role doesn't pay enough. To your point, what you make today is not relevant to the interviewer - you should receive market for the role. If you don't use a third-party recruiter, you might consider it. They are very helpful at providing information on the salary range you should expect and the good ones can provide a great deal of information on the role, company, and manager you are interviewing with. They can also help you understand if you are currently at market for what you do, making this question less intimidating and providing you a good response of what you would "expect" to make (not what you currently make). Good luck on your search!

Good thoughts, Katelynn! I have turned the question around too, and it's generally been well-received. Salary negotiations can be really tough, and even if you anticipate the question will be asked during the interview, it can still be off-putting in the moment when it's asked. My go-to response when asked about my salary expectations/ what I'm currently making is to ask them to share more about the role's business challenges and if it feels natural, I then note that my understanding is compensation is aligned to the complexity of the business challenges that this role would be solving. I've sometimes indicated that I want to circle back to this question towards the end of the conversation after I hear more, which has been well-received, and gives me a moment to take a breath. I also recommend doing research in advance of the interview to have a good sense of what the range would be, and I've felt comfortable sharing that, "based on my research, total compensation (which would be a mix of base salary/hourly rate plus short-term incentives (bonus) and long-term incentives (stock), if the latter two are offered) would be $X." If you can use the total comp lens vs. being fixated on base pay, you allow yourself some wiggle room on those other items/perks when it really comes down to negotiating. The salary question is actually really great because you don't want to have misalignment in expectations. But be thoughtful about when you have this conversation if you can because you don't want to inadvertently screen yourself out for aiming to low or high - you want them to decide you're the one first. It's really about planning in advance and knowing what your imperatives are and where you're willing to be flexible, for a holistic tangible/intangible compensation package.

Good topic, Kelli! I wish there was more information available to women about salary negotiation. I was interviewing for an HR position and I simply asked what was reasonable for someone to request for a salary plus bonus. They said usually your annual bonus should be at 10% of your salary. Does this sound about right? Many times when I recruited, women would often accept less that what they were currently making just to get the job!! We would always advise that they ask for the same or more than what they were currently making.