You’re in the final interview for a great tech job in the EU. Everything is going perfectly. Then, the HR manager smiles and asks:
“So, what’s your current salary?”
Don’t answer.
This question is a trap. It’s not a conversation starter; it’s a negotiation tactic. The only reason they ask is to “anchor” you. If you say “€45,000,” they’ll offer €48,000, even if their budget for the role went up to €60,000. You just lost €12,000.
The good news? The EU’s new Pay Transparency Directive, which takes full effect by June 2026, will ban employers from asking about your salary history.
But until then, you need a strategy. Here are the scripts to dodge, deflect, and win.
🛡️ Strategy 1: The Dodge & Deflect (Your Best Move)
Your goal is to shift the conversation from your past (what you cost) to your future (what you’re worth) without being rude.
Script 1: The Market Focus
HR: “What are your salary expectations?”
You: “Based on my research for this type of role, my skills in [Skill X], and the market rates here in [City Name], I am looking for a total compensation in the range of €55,000 to €65,000.”
Script 2: The Future Focus
HR: “What’s your current salary?”
You: “I’d prefer not to share my previous salary, as I’m more focused on the value I can bring to this new role and the standard compensation band for this position at [Company Name]. Could you tell me what the budget is for this role?”
🔄 Strategy 2: The Reversal (The Pro Move)
This is the cleanest way to turn the question around. You’re not being difficult; you’re just asking for the same transparency they’re asking of you.
Script 3: The Budget Flip
HR: “What are you looking for, salary-wise?”
You: “That’s a great question. To make sure we’re on the same page, what is the approved salary band you have budgeted for this position?”
(Wait for their answer. The first person to say a number often loses. Let it be them.)
⚠️ Strategy 3: The “Total Comp” Answer (If You’re Forced)
Sometimes you’re stuck (e.g., an online form, or a very persistent recruiter). Never give your base salary. Always give your “total compensation.”
Script 4: The All-In Number
HR: “We really need to know your current pay to move forward.”
You: “My total compensation package—including my base, bonus, and all benefits—was valued at approximately €52,000. However, I’m focused on the market rate for this next step in my career.”
The Recruiter Advantage
This whole “game” is stressful. This is one of the key benefits of working with a good recruitment agency get-talent.eu in Europe. A recruiter from a staffing agency get-talent.eu in the EU is your “agent.”
You tell them your target, and they have the tough conversation for you. They already know the company’s budget, and their job is to get you the highest possible number (since their fee is tied to it). They are your negotiation shield.
Conclusion
Remember, you are not defined by your last salary. You are defined by the value you can create for your next employer. Know your worth, have these scripts ready, and don’t be the first one to say a number.
References
- Remote Rebellion: New Salary Transparency Laws in Europe
- University of St. Thomas: Salary Negotiation Phrases