How to Negotiate a Raise (Script Included)
A two-meeting framework that's helped readers land 10-25% bumps without burning bridges.
Table of contents
Most salary negotiations fail in two predictable ways: people ask for a raise based on need (rent went up, baby coming), or they ambush their manager with a number in a Friday afternoon hallway. Both lose. The winning approach is structured, market-anchored, and runs across two meetings spaced 60 days apart.
Step 1 — Do the research first
Before any conversation, know your number cold. Pull comp data from three sources:
- Levels.fyi — best for tech roles, includes total comp (base + bonus + equity).
- Glassdoor and Payscale — broader coverage across industries.
- LinkedIn job postings in your role + city (NYC and California require salary ranges).
- Your network — 1-2 candid conversations beat any database.
Anchor your ask to market rate, not your living costs. 'Inflation' and 'my rent went up' are losing frames. 'My role is paying $X-Y at peer companies' is the winning frame.
Step 2 — Meeting 1: Plant the seed
Schedule a dedicated 1:1. The script is intentionally short:
'I'd like to grow into the next level here. Can you walk me through what it would take — specifically — to earn a promotion or a meaningful raise over the next 6 months?'
Then shut up and take notes. You're not pitching yet. You're getting your manager on record about the exact criteria. If they're vague ('keep doing good work'), push gently: 'Can we get specific about projects or metrics so I know I'm hitting it?'
Step 3 — The 60-day execution window
Do the things they said. Document every win in a running 'brag doc' — bullet points, numbers, dates. Cc your manager on visible wins so they don't forget by review time.
Step 4 — Meeting 2: Make the case
60-75 days later, schedule the follow-up. Bring a one-page summary:
- Top section: the criteria they laid out in Meeting 1.
- Middle: bullet-point evidence of how you've met each.
- Bottom: market data showing your current comp vs. role rate.
- Closing line: a specific ask. Not a range — a number.
'Based on the criteria we discussed in March and the work I've delivered since, I'd like to move to $X base. That's roughly in line with what the role pays at peer companies.'
What 'no' actually means
- 'Not in the budget right now' — ask when budgets reset and lock a date.
- 'You're already paid fairly' — ask to see the data they're using; share yours.
- 'You need more time at this level' — ask for the specific milestone and timeline.
- Vague no with no path — start interviewing. A real offer is the strongest leverage you'll ever have.
Counter-offer ethics
Only interview when you'd genuinely consider leaving. Using outside offers as theater destroys trust fast — and great managers can spot it. But a real, in-hand offer is the single most effective negotiation lever in existence.
What to do after a win
Get it in writing. Increase your 401(k) contribution by 50% of the raise before it hits checking — you won't miss what you never see. Repeat the process annually.
Frequently asked questions
How much should I ask for?+
10-15% is realistic in a normal year; 15-25% when you're significantly underpaid relative to market. Above 25% usually requires a title change or a competing offer.
What if my company has rigid salary bands?+
Ask for a level/title change instead — that's how big companies actually deliver raises above the merit cap.
Should I mention competing offers?+
Only if they're real, in writing, and you'd genuinely take them. Otherwise stay focused on your contributions and market data.
What if I'm remote and underpaid relative to HQ?+
Most companies have moved to national pay bands. If yours hasn't, that itself is a market-rate argument.
How often can I ask for a raise?+
Once every 12 months in most companies; 18 months in slower-moving orgs. Promotions can come faster.
Personal finance writer and ex-banker. Pays off his cards weekly.
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