Career Growth · 9 min read

How to Ask for a Raise: A Step-by-Step Guide

Most people leave money on the table — not because they don't deserve more, but because they don't know how to ask. Here's exactly how to do it right.

⏰ 1. When to Ask (Timing Is Everything)

Asking at the wrong time is almost as bad as not asking at all. Your manager's mood, the company's financial health, and your recent performance all matter.

Best times to ask:

📅

Annual review cycle

Ask 4–6 weeks before, not during

🏆

After a big win

Right after delivering a major project

📈

Company doing well

Strong earnings, new funding, growth

🎯

You just got promoted

Or took on significantly more scope

Times to avoid:

During layoffs or budget freezes
Right after a mistake or missed deadline
When your manager is visibly stressed or overwhelmed
In a group setting or over Slack — always do it 1:1

💡 Pro Tip: Don't wait for your annual review to start the conversation. Plant the seed 4–6 weeks early: "I'd love to discuss my compensation at our next review — I've been preparing some thoughts."

🔍 2. Do Your Salary Research First

Walking in without data is the #1 mistake. You need to know your market value before you can argue for it.

Glassdoor

Filter by role, location, company size

Levels.fyi

Best for tech roles, includes equity

LinkedIn Salary

Good for non-tech roles

Blind

Anonymous peer data, very candid

Payscale

Detailed breakdown by experience

Offer letters

Ask peers who recently switched jobs

Aim to find a range, not a single number. Your target should be in the 60th–75th percentile for your role, experience level, and location.

⚠️ Warning: Don't anchor too low. If the market range is $90K–$120K and you ask for $92K, you've already lost. Ask for $110K and negotiate down if needed.

📊 3. Build Your Case with Evidence

Your manager wants to say yes — but they need to justify it to their manager. Give them the ammunition.

What to document:

Quantified wins: "Reduced onboarding time by 30%" beats "improved onboarding"
Scope expansion: List responsibilities you've taken on beyond your original role
Market data: 2–3 sources showing your current salary is below market
Tenure & loyalty: How long you've been in the role without a meaningful raise
External validation: Positive feedback from clients, cross-functional partners, skip-level managers

📝 Your "Raise Brag Doc" Template

• Role: [Current title] → [What I'm actually doing]
• Key wins (last 12 months):
– [Win 1 + measurable impact]
– [Win 2 + measurable impact]
– [Win 3 + measurable impact]
• Market data: [Role] in [City] pays $X–$Y (source)
• My ask: $[number] — [X]% increase

💡 Pro Tip: Send a brief agenda before the meeting: "I'd like to discuss my compensation and share some context on my contributions and market data." This gives your manager time to prepare — and signals you're serious.

💬 4. The Conversation: What to Say

Don't wing it. Here's a proven structure that works:

Step 1: Open with appreciation

"I really enjoy working here and I'm proud of what we've built together. I'd like to talk about my compensation."

Why: Sets a positive tone. Not desperate, not aggressive.

Step 2: State your case

"Over the past year, I've [key win 1], [key win 2], and taken on [expanded scope]. I've also done some market research and found that my current salary is below the median for this role."

Why: Evidence-based, not emotional.

Step 3: Make the ask

"Based on my contributions and the market data, I'd like to discuss moving my salary to $[X]."

Why: Specific number. Don't say "a raise" — say the number.

Step 4: Stop talking

(silence)

Why: After you make the ask, wait. The first person to speak loses.

🛡️ 5. How to Handle Pushback

Expect resistance. Here's how to respond to the most common objections:

❌ "The budget is frozen right now."

✅ "I understand. Can we agree on a number in principle, and set a date to revisit — say, Q2? I'd like to have something in writing."

❌ "You're already at the top of your band."

✅ "That tells me it might be time to discuss a promotion or a band adjustment. What would that path look like?"

❌ "Let's revisit this at your annual review."

✅ "I'm happy to wait — can we schedule that conversation now so it's on the calendar? And can we agree on what success looks like between now and then?"

❌ "I need to check with HR / my manager."

✅ "Of course. When can I expect to hear back? I want to make sure this stays on the radar."

⚠️ If they say no with no path forward: That's data. Start exploring your options — whether that's an internal transfer, or testing the external market. Sometimes the best raise comes from a new offer letter.

✅ 6. After the Conversation

Get it in writing: Always follow up with an email summarizing what was agreed
Set a follow-up date: If they said "let's revisit," put it on the calendar immediately
Keep performing: Don't let the ask change your work quality — either way
If yes: Thank them, confirm the effective date and new amount in writing
If no: Ask what specific milestones would justify a raise, and get those in writing too

💡 Pro Tip: Even if you get the raise, keep your market research updated. Salary negotiation isn't a one-time event — it's an ongoing practice.

💰

Know Your Market Value Before You Ask

JobMirror's AI tools help you understand your worth — from resume analysis to offer comparison. Walk into that conversation with data, not just confidence.

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