RAISE GUIDE

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

Asking for a raise is one of the highest-ROI conversations you can have — but most people avoid it or handle it wrong. This guide walks you through every step: when to ask, how to build your case, what to say, and how to respond to every answer.

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When to ask for a raise

Timing can be as important as what you say. The best moments to ask:

Right after a major win

The best time to ask is when your value is freshest in your manager's mind — right after you ship a product, close a deal, or solve a hard problem. Your leverage is highest in the moment after a visible success.

Before the annual review cycle starts

Budgets are usually locked before the formal review. If your company does annual reviews in January, raise the conversation in October or November — not in the review itself.

When you have market data showing you're underpaid

If your research shows a 15–20% gap between your salary and the market rate for your role, that's a concrete business case — not just a personal preference.

When you have a competing offer

A real offer from another company is your strongest leverage. Use it, but only if you're genuinely willing to leave. "I have an offer at $X — I prefer to stay here, but I need to close the gap."

How much of a raise to ask for

Your target number should be grounded in market data, not gut feel. Here's how to find it:

Research your market rate

Use Glassdoor, LinkedIn Salary, Levels.fyi, and Payscale to find the market range for your role, level, and city. Look at the 50th and 75th percentile — your target should be at or above the median for your experience.

Calculate your gap

Compare your current salary to the market median and 75th percentile. If you're below the median, that's your business case. Use Hayven's Raise Calculator to see exactly how much you're leaving on the table.

Factor in your performance and tenure

Strong performance and significant new responsibilities justify asking toward the top of the range. For a solid but typical year, targeting the market median is appropriate.

Ask above your target

Anchoring above your real goal gives you room to negotiate down without losing ground. If you want 15%, ask for 20%.

Use Hayven's Raise Calculator to calculate your exact gap and see what a raise would mean for your lifetime earnings.

Documenting your accomplishments

The strongest raise requests combine market data with concrete evidence of your impact. Your manager will likely need to justify the raise to their own manager — give them the ammunition to do it.

Quantify everything

Revenue generated, cost saved, time reduced, projects shipped on time. Numbers stick. "Managed X accounts" is weaker than "grew account revenue by 28%."

Show scope expansion

Have you taken on responsibilities beyond your original role? Managing people, new products, larger clients? This is prime justification for a market-rate correction.

Gather external validation

Positive feedback from clients, stakeholders, or cross-functional partners gives your manager something concrete to cite.

Keep a running list

Don't wait until raise season to document your wins. Keep a running "brag document" — a list of every meaningful thing you've done since your last review.

The conversation itself: what to say

Request the meeting with a brief, neutral email. In the meeting, follow this structure:

Request the meeting

"Hey [manager], I'd love to find time to discuss my compensation — would you have 30 minutes in the next couple of weeks?"

Open the conversation

"I wanted to discuss my salary. I really enjoy my work here and I'm invested in this team. I've also done some market research and I want to make sure we're at the right number."

Present your case

"Since my last review, I've done X, Y, and Z [your documented wins]. Based on my research on Glassdoor and LinkedIn, the market rate for this role in [city] is $X–$Y. I'm currently at [current salary], and I'd like to bring my comp to $[target]."

Wait for the response

After you've made the ask, stop talking. The silence is uncomfortable — resist the urge to fill it by conceding.

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Email scripts for asking for a raise

Some managers prefer email or need a written summary to take to HR. Here are two templates:

Requesting the meeting

Subject: Compensation discussion — [your name]

Hi [Manager],

I'd love to schedule 20–30 minutes to discuss my compensation. Could you find time in the next two weeks?

[Your name]

Following up after the conversation

Subject: Re: Compensation discussion

Hi [Manager],

Thanks for the time today. To recap what we discussed: I'm requesting a salary adjustment to $[target], based on [2–3 accomplishments] and market data showing a range of $X–$Y for this role in [city].

Please let me know next steps — happy to provide any additional context.

[Your name]

More detailed scripts: How to Ask for a Raise: Scripts That Work

Handling rejection: what to do when they say no

A "no" to your first ask doesn't have to be final. Here's how to respond productively:

Ask why — specifically

"What would it take for me to reach $X here?" Get a specific answer. Vague answers ("timing isn't right," "budget is tight") are flags that the real answer is "never."

Ask for it in writing

Send a follow-up email: "To recap — you mentioned I could revisit this after [X milestone]. I'll plan to follow up in [timeframe]." This creates accountability.

Negotiate alternatives

If salary truly can't move now, ask about: a signing bonus equivalent paid as a quarterly bonus, additional PTO, remote days, professional development budget, or an accelerated review.

Decide what the answer means

A company that can't or won't pay market rate — and can't give you a clear path to get there — is telling you something. That's information worth acting on.

Related tools and guides

Raise Request Builder

Build a personalized raise request with talking points and market data.

Raise Calculator

See what a raise means for your lifetime earnings.

Salary Negotiation Guide

For new job offers — counter-offer strategies and scripts.

AI Career Coach (Sarah)

Get coached through your raise conversation, personalized to your situation.

Scripts That Work

Detailed scripts for every raise scenario.

Salary Calculator

All Hayven salary tools in one place.

Frequently asked questions

How much of a raise should I ask for?

A 10–20% raise is a reasonable ask if you have strong performance, market data showing you're underpaid, or you've taken on significant new responsibilities. A 5–10% raise is more typical for strong annual performance without other leverage. Always anchor to market data — not how much you need or want.

How do you ask for a raise without sounding greedy?

Frame the conversation around market data and your contributions, not personal financial need. "Based on my research and the responsibilities I've taken on since my last review, I believe a salary of $X is appropriate" lands differently than "I need more money." It's business, not personal.

What if your manager says no?

Ask what specifically you'd need to do to earn a raise, get the answer in writing (or as a follow-up email), and set a review date. If the answer is vague or keeps shifting, that's important information about whether this job can give you what you need.

Is it better to ask for a raise by email or in person?

Request the meeting by email, have the conversation in person (or video), then follow up with a written summary. In-person lets you read the room; written follow-up creates a record and gives your manager something to take to their own manager.

When is the best time to ask for a raise?

The best moments: right after delivering a major win, before annual review cycles (not during — budgets are often already set), or when you have a competing offer. Avoid times of company-wide stress, layoffs, or budget freezes.

Should I mention other job offers when asking for a raise?

A competing offer is your strongest leverage — but use it carefully. Only mention it if it's real and you're genuinely willing to leave. Say: "I've received an offer at $X. I prefer to stay here — can we get my comp to that level?" Don't bluff.

Ready to ask? Let Sarah help you prepare.

Sarah builds your raise request, gives you the exact words to say, and coaches you through every objection — personalized to your role and situation.

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