Negotiating a Raise: Research to Conversation

Use multiple data sources for accuracy: Glassdoor (largest employee-reported database), Levels.fyi (tech-specific, includes equity), Payscale (adjusted for experience and education), LinkedIn Salary (requires profile data), and the Bureau of Labor Statistics (government data by occupation). Search for your exact title, years of experience, and metro area. If remote, compare both your local market and the company's headquarters market. Collect 3-5 data points and calculate the median. Your target should be at or above the 50th percentile for your experience level.

Ask trusted contacts at other companies what they earn or what their teams pay for your role (many people are willing to share ranges even if not exact numbers). Recruiter outreach is another signal: if recruiters regularly contact you with offers 15-20% above your current salary, the market has moved beyond your compensation. Job postings increasingly include salary ranges (required by law in Colorado, California, New York City, and Washington). Search current job postings for your title and note the ranges. Collect 3-5 comparable offers or ranges.

Before negotiating, understand your full current package: base salary, annual bonus (typical and actual), equity grants (stock options or RSUs: current and projected value), retirement match (dollar value of employer 401k match), health insurance (employer's contribution), and other benefits (tuition reimbursement, wellness stipends). Your total compensation may be 20-40% above your base salary. When comparing to market data, compare total comp to total comp, not just base salary. A 5% raise on base salary when your bonus is 20% of base is less impactful than a 3% raise on total comp.

Focus on outcomes, not activities. Instead of managed social media, write grew Instagram engagement by 45% and generated 200 qualified leads through social campaigns. Quantify everything possible: revenue generated, costs saved, efficiency improvements (reduced processing time by 30%), projects completed on time, customer satisfaction scores improved, team members mentored, and problems solved. If you do not track your wins throughout the year, start now: keep a running document and add to it weekly. This brag document is the foundation of your raise case.

Frame every accomplishment in terms of what it meant for the business. Led the website redesign becomes Led the website redesign that increased conversion rate from 2.1% to 3.4%, generating an estimated 450,000 USD in additional annual revenue. Align your contributions with your company's stated priorities (revenue growth, cost reduction, customer retention, market expansion). This shifts the conversation from I want more money to here is the value I have created that justifies an investment in retaining me.

Create a concise document (one page, not a novel) with: your current title and compensation, your market research summary (3-5 data points showing the range for your role), your top 5-7 accomplishments with quantified impact, any additional responsibilities you have taken on since your last raise, and your specific request (exact number or range). This document gives your manager something concrete to take to their manager or HR. Verbal asks are easily forgotten or diluted. A written summary ensures your full case is represented accurately through the approval chain.

Best times to ask: within 2 weeks of a major project success, during the company's annual budget planning cycle (typically Q4 for the following year), at your annual review (if the company does them), or at your work anniversary. Worst times: during company layoffs, right after a missed target or poor quarter, or when your manager is under personal stress. If your company does annual raises in March, have the conversation in January to influence the budget allocation. Raises are decided before they are announced.

Request a 30-minute one-on-one with your manager specifically to discuss your compensation and career growth. Say: I would like to schedule 30 minutes to discuss my compensation and how it aligns with my contributions and the market. Can we find a time this week or next? Do not ambush your manager during a regular 1:1 or in passing. A scheduled meeting signals that this is a thoughtful, prepared conversation, not an impulsive ask. It also gives your manager time to prepare, which increases the chance of a productive discussion.

Script: Thank you for meeting with me. I really value my role here and the opportunities I have had to contribute to [specific project or goal]. I want to discuss my compensation to make sure it reflects the value I am bringing and is aligned with the market. Do not open with threats, ultimatums, or complaints. Do not compare yourself to specific colleagues (this always backfires). Frame the conversation as collaborative: you are solving a problem together (keeping your compensation fair and competitive), not making a demand.

Walk through your one-page summary: Here is what the market pays for someone in my role with my experience [share data]. Over the past year, I have [top 3 accomplishments with business impact]. Based on this, I am requesting a salary adjustment to [specific number]. Aim 10-15% above your realistic target to leave room for negotiation. If you want 10%, ask for 12-15%. Be specific: I am requesting an adjustment to 95,000 USD is stronger than I would like a raise. Silence after your ask is powerful. State your number and wait for their response.

Budget is tight: I understand. Can we discuss a timeline for when an adjustment might be possible? I am also open to discussing other forms of compensation such as additional equity, a spot bonus, or a title change. It is not review time: I wanted to raise this now so it can be considered during the budget cycle. Can we plan to revisit this formally in [month]? You are already at the top of the band: I appreciate that context. Could we discuss a promotion path that would move me into a higher band, given the level of work I am performing? Always have a Plan B: additional PTO, flexible schedule, professional development budget, or equity.

Within 24 hours, send an email: Thank you for the conversation today. To summarize, we discussed [key points] and agreed that [next steps, timeline, or decision]. I have attached the summary of my contributions for your reference. This creates a paper trail and ensures nothing is lost between your conversation and the decision. If your manager said they need to check with HR or their boss, the email keeps your case top of mind and provides the documentation they need to advocate for you.

A no is not always final. Ask: What would need to happen for us to revisit this in 3-6 months? Can you tell me what specific goals or milestones would justify the adjustment? Get the criteria in writing via email. Then deliver on those criteria and revisit at the agreed time. If the company consistently cannot or will not pay market rate after two attempts with documented contributions, this is valuable information: you now know your ceiling at this organization. At that point, external offers provide both leverage and options. This guide is informational only, not career advice.