You can turn it around on them a little bit by replying "this sounds like it may be a good fit for me, but I'll need a salary range from you in order to move forward" and then the whole conversation is short circuited.
Third-party recruiters and staffing agencies won't have this conversation or play this game at all: they'll be 100% upfront with you upon demand.
"In-house recruiters" would require that kind of short-circuiting, and it will be met with varying results.
Asking: "what is the top end of your current employees' salary range for X role/experience?" can be good, too, to preempt the conversation.
It's not asking them to make an offer or anchor a price for you specifically, but will save everyone time when you discover that the top-end is 40% lower than you would even interview for.
If the prospective team is large and diverse enough, there will exist people that are more experienced and more-compensated than you. At that point you will at least know that they're paying it to someone.
If they're not paying anyone what you expect: you do not want to be the most well-compensated or smartest person in a role at a company and should pass on general principles.
Recruiters are easy: "What is the client's targeted range for this position?" or "What have you placed other people for at this company?"
If the top-end of the range is within some arbitrary percentage of your target, pursue, otherwise: "no thanks!"