Somewhere in the first phone call, often before you know much about the job, someone asks what salary you are looking for. Answer too high and the conversation may end. Answer too low and you have set a ceiling on your own pay for as long as you stay. Most candidates panic and do one of two things: blurt out their current salary, or say "I'm flexible" and hand the decision to the other side.
There is a better way to handle it, and it works whether you are applying in Karachi, Dubai, London or remotely to a company in another time zone.
What the question is actually for
Early in the process it is a screening question. The recruiter has a budget and wants to know whether you are inside it before spending anyone's time. They are not trying to negotiate yet; they are trying to sort.
That tells you what a good answer does: it keeps you inside the conversation without committing you to a number you will regret.
Do the homework before the call
You need two numbers before anyone asks: the realistic range for this role in this market, and the minimum you would actually accept.
For the range, look at three or four sources — job adverts for similar roles that state pay, salary surveys for your industry and city, and people you trust who do similar work. Ranges vary widely by city and by company size, so match like with like. For the minimum, be honest with yourself: the number below which you would rather keep looking.
Write both down. The range is what you will say; the minimum is what you will not go below.
The answer that works
Give a range, anchor it to something, and ask about theirs:
"From what I've seen for this kind of role in [city], I'd expect something in the region of X to Y. That said, I'm more interested in the role than the exact number at this stage — do you have a budget range for the position?"
Three things are happening there. The range is based on research, not on your current pay, so it is not an arbitrary demand. The lower end of your range is above your minimum, which leaves room to move. And the question at the end often gets you their number, which is worth more than anything you could say.
If they answer with a range, and yours overlap, you are through. If theirs is lower, you can decide whether the gap is worth discussing or whether to withdraw politely and early — which is better than discovering it at offer stage.
When they insist on a single number
Some recruiters will not accept a range. Then give one number near the top of your range, not the middle, and say why: "Based on the responsibilities described and my experience with X, I'd be looking at around Y." Do not apologise for it or immediately offer to come down.
When they ask your current salary
In some countries employers cannot legally ask this; in most of the world they can and do. You do not have to answer. "I'd prefer to talk about the value of this role rather than my current package — my expectation for this position is X to Y" is a polite refusal that most recruiters accept. If you do disclose it, disclose the whole package — allowances, bonus, benefits — not just the base, because that is what any new offer will be compared against.
Contractor and remote roles
If the role is a contract or a remote position paid through an international company, quote in the currency the advertisement used and think in monthly or hourly terms, whichever they use. Remember there is usually no paid leave, pension or health cover in a contract rate, so the equivalent salary is lower than the number suggests. The offer comparison tool on this site works out what an offer is really worth per hour once those things are counted.
Two mistakes to avoid
Naming a number before you know the job. If you genuinely cannot tell what the role involves yet, say so and ask for the detail first: "Could you tell me a bit more about the scope? The right number depends on whether the role includes managing a team."
Negotiating against yourself. Once you have given a range, stop. Silence is fine. The person who fills the silence with a lower number loses.
At offer stage
The question comes back, but now the position has changed: they want you. If the offer is below your range, ask calmly for the number you had in mind and give one reason — a competing offer, market data, the scope of the role. Most employers expect one round of this and have room built in. Get any change in writing before you resign from anything.