Most people who deserve a raise don't get one — not because their manager doesn't think they're valuable, but because they never asked. Or because they asked wrong. Here's how to ask right.

When to ask for a raise

Timing matters more than most people think. The best moments:

✓ After a major win or project delivery

Your value is most visible immediately after you've demonstrated it. Don't wait for review season.

✓ At your performance review (if you prepare before it)

Reviews are the standard moment — but most people walk in unprepared. The preparation happens 4-6 weeks before, not the night before.

✓ After you've taken on significantly more scope

If your responsibilities have grown but your compensation hasn't, that gap is the argument. Make it explicitly.

✓ When you have a competing offer (use carefully)

The most powerful leverage — but it only works if you'd genuinely accept the other offer. Using it as a bluff is high-risk.

✗ During a budget freeze or layoffs

Even if you deserve it, the decision isn't yours to make — and asking creates an awkward conversation that goes nowhere.

✗ Right after a mistake or performance issue

Your leverage is lowest immediately after a stumble. Wait until you've recovered the credibility.

How much to ask for

Know your number before the conversation — don't let your manager name a number first. Research market rates using Levels.fyi (for tech), Glassdoor, LinkedIn Salary, and Payscale. Use multiple data sources.

How to think about your ask:

3–5%

Standard merit increase

If you've performed well but nothing extraordinary. Often the default companies offer.

8–15%

Strong performance increase

If you've significantly outperformed or taken on expanded scope. This requires strong evidence.

15–25%

Title change / promotion

A new level of responsibility should come with a meaningful compensation change.

15–30%+

Competing offer leverage

The most powerful lever. Your ask is anchored by the market offer, not internal politics.

Word-for-word scripts

Opening the conversation (ask for a dedicated meeting)

"I'd like to set up 30 minutes to talk about my compensation. I have some thoughts on my impact over the past [X months] and the market for my role — I want to make sure we're aligned."

The actual ask (in the meeting)

"I want to be direct: I'd like to discuss a raise. Here's my thinking."

"Over the past [X months], I've [specific achievement 1], [specific achievement 2], and taken on [expanded scope]. [Brief quantification of impact]."

"I've also looked at what this role is paying in the market right now — comparable roles at similar companies are paying [market range]. I'm currently at [your number], which puts me below that."

"Based on both my performance and the market, I'd like to get to [specific number or range]. Does that work, and what would it take to get there?"

How to handle the 4 most common objections

Objection: "We just don't have budget right now."

Response

"I understand that — can we set a specific date when we revisit this? I want to make sure we have a concrete plan so this doesn't get pushed indefinitely."

Objection: "I have to talk to [HR / my manager / finance]."

Response

"Of course — when can I expect to hear back? And is there anything you need from me to make the case internally?"

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

Response

"If my contributions are above what the band reflects, that sounds like a conversation about the band or about a promotion path. Which makes more sense to focus on?"

Objection: "Let's revisit this at your next review."

Response

"I'm happy to wait until the review — can we agree on what specific milestones or metrics would justify the increase so I know exactly what to work toward?"

Practice the conversation before it happens

The biggest mistake in salary conversations is winging it. Your manager has had this conversation dozens of times. You might be having it for the first time. Zari's AI salary negotiation coach simulates the conversation — giving you real-time feedback on your arguments and responses so you go in prepared.

How to Ask for a Raise — Scripts, Timing & What to Say (2025)

When to ask for a raise

How much to ask for

Word-for-word scripts

How to handle the 4 most common objections

Practice the conversation before it happens