The 5-step raise negotiation framework
Document your achievements for the past 6–12 months. Quantify impact wherever possible: revenue generated, costs saved, projects delivered, scope expanded. This is your evidence base — not your opinion of your performance.
Use Glassdoor, LinkedIn Salary, Levels.fyi (tech), and industry salary surveys to establish what the market pays for your role, level, and location. You need a number backed by data, not just a feeling you're underpaid.
Book time with your manager specifically for a compensation conversation. Don't spring it at the end of a 1:1. 'I'd like to set up 20 minutes to discuss my compensation — would next Tuesday work?' signals professionalism and lets your manager prepare.
Open with a specific number, not a range. 'Based on my research and what I've delivered this year, I'm asking for a 15% increase to $X.' Ranges let the other side anchor to the bottom. State the rationale: achievements + market data.
If they say 'now isn't a good time,' ask when the right time is and get it in writing. If they say 'the budget is frozen,' ask what would need to change for this to be revisited. Don't accept a soft no as a permanent no.
Word-for-word raise negotiation scripts
"I'd like to talk about my compensation. Over the past year, I [specific achievement 1] and [specific achievement 2] — which together [quantified business impact]. I've also researched the market, and roles at my level in [city/sector] are typically compensated at $X–$Y. Based on this, I'm asking for a [X%] increase, which would bring my salary to $Z. I'm committed to this team and want to grow here — I just want my compensation to reflect what I've delivered and what the market looks like."
"The [project/outcome] we just wrapped is a good moment to revisit my compensation. That project [quantified outcome] and represents exactly the kind of ownership I've taken on since joining. I'd like to discuss an increase. I've done the market research and I believe $X is the right number — can we talk through what that path looks like?"
"I hear you on the timing. Can we agree on what the target looks like and set a specific date to revisit — say, [date 90 days out]? I want to make sure I have a clear path rather than an open-ended delay. If we can't do cash right now, I'd also be open to discussing [equity / extra PTO / remote flexibility] as a bridge."
What NOT to say when negotiating a raise
Your personal expenses aren't the employer's problem. Frame it around your value and market data.
Salary comparison among colleagues is risky and often inaccurate. Use market data instead.
Tenure alone isn't a raise argument. Impact is.
Vague asks get vague answers. Always state a specific number.
Only say this if you mean it. Empty threats destroy trust and rarely work.
"Sorry to bring this up..." signals that the ask isn't legitimate. Don't apologise for advocating for your own value.