Asking For a Raise: When, How, and What to Negotiate Beyond Salary

Most people don’t ask for raises. Or when they do, they ask badly.

They say: “I think I deserve more” (no data, no evidence)

They should say: “I’ve generated $2M in value in the last year. Here’s what market rate is for my role. I’m requesting [specific amount]” (clear evidence, specific ask)

Here’s how to ask for a raise the right way.

Part 1: Should You Even Ask?

When to Ask

Good times:

• [ ] Annual review (built-in time for this conversation)
• [ ] After a promotion/expansion of responsibilities
• [ ] After you’ve completed a major project with big impact
• [ ] After 12–18 months in your current role
• [ ] When you’re getting recruited externally (you have leverage)

When NOT to Ask

❌ Bad times:

• [ ] During company budget cuts / layoffs
• [ ] When the company just missed a revenue target
• [ ] During your first 6 months (too early)
• [ ] Right after a mistake or failure (bad optics)
• [ ] When you’re performing below expectations

Part 2: Research (Do This First)

Before the conversation, gather data:

1. Market Rate Research

Find out what people in your role make:

Where to research:

• [ ] Levels.fyi (salary + equity data by company and role level)
• [ ] Blind (salary surveys from tech companies, anonymous)
• [ ] Glassdoor (salary data submitted by employees)
• [ ] PayScale (general salary database)
• [ ] LinkedIn Salary (LinkedIn’s salary data tool)
• [ ] Ask friends doing same role at other companies
• [ ] Industry reports (if your industry publishes them)

What you want to know:

• [ ] Base salary for your role at your experience level
• [ ] Salary range (25th percentile to 75th percentile)
• [ ] Total comp (salary + bonus + equity)
• [ ] Geographic adjustment (costs vary by location)

Example finding:

“Senior Product Manager in SF with 5 years experience: $150k–$200k base. Total comp (with bonus + equity): $200k–$300k. I’m currently at $140k.”

2. Internal Benchmarking

Find out what people at YOUR company make:

• [ ] Ask teammates (if they’re willing to share)
• [ ] Look at Blind posts from your company
• [ ] Check Glassdoor for your company specifically
• [ ] Ask recruiters (they often know pay bands)

Example finding:

“At my company, Senior PMs make $160k–$190k. I’m at $140k with the same experience level.”

3. Your Impact

Document what you’ve done:

• [ ] Projects you’ve shipped
• [ ] Revenue impact (if applicable)
• [ ] People you’ve mentored / influenced
• [ ] Scope growth (did your role expand?)
• [ ] Promotions/expanded responsibilities
• [ ] Feedback from manager / peers (positive)

Create a simple document:

Part 3: The Raise Request Conversation

Step 1: Setup (Email or Calendar)

Don’t ambush your manager. Ask for a time specifically for this:

“Hi [Manager], I’d like to schedule 30 minutes with you to discuss my compensation. Do you have time this week? I’d prefer face-to-face or a video call.”

Why: Prepares them. Shows you’re organized and strategic.

Step 2: Open (2 minutes)

Start positive, not demanding:

“I wanted to chat about my compensation. I’ve really enjoyed [specific thing about the role]. I’ve been here [time], and I’ve grown a lot. I’d like to discuss adjusting my salary to better reflect my contribution and market rate. Is now a good time?”

Why: Sets collaborative tone. Not adversarial.

Step 3: Make Your Case (5 minutes)

Share your research and impact:

"I’ve done some research on market rates for this role. For a [your title] at [your level] in [your location], the market range is [range]. I’m currently at [your current salary].

In the past [year/18 months], I’ve [key accomplishments]. This includes [specific impact—revenue, retention, scope]. I’ve also [secondary accomplishment].

Based on my contribution and market research, I’m requesting [specific amount]. This would bring me to [new total], which aligns with [market data or peer data]."

Example:

“Senior Product Managers in SF range from $160k to $200k base. I’m currently at $140k. In the past 18 months, I’ve shipped three products that generated $8M in revenue. I’ve also mentored two junior PMs, both of whom have grown significantly. Based on my contribution and market role, I’m requesting $165k base, which would bring me to $170k total when including bonus.”

Why:

• You’re not making an emotional ask (“I deserve it”)
• You’re making a data-driven ask (market + impact)
• You’re specific (not vague “more money”)

Step 4: Listen (Don’t Talk)

After you make your case, STOP TALKING.

Let your manager respond. They might:

✅ Approve it: “That sounds reasonable. I’ll talk to finance.”

(You’re done. Send a follow-up email confirming.)

❌ Push back: “The budget is tight, we might not be able to go that high.”

(Be prepared to negotiate or ask for timeline.)

❌ Avoid commitment: “Let me check with finance and get back to you.”

(Ask: “When will you have an answer?” — don’t leave it open-ended)

Step 5: Negotiate If Needed

If they say no / can’t afford it, ask:

“I understand budget constraints. What’s possible? Is there a path to [amount] over [timeline]? Or can we revisit this in [6 months]?”

Or negotiate for non-salary benefits:

“If $165k isn’t possible right now, could we look at [additional benefits] instead?”

Part 4: Negotiating Beyond Salary

If they can’t increase salary, negotiate for:

1. Bonus / Performance Bonus

“Can we increase my target bonus from 15% to 20%?”

(This is often easier to approve than salary increase)

2. Equity (If Applicable)

“Can I get additional stock options / RSUs?”

(Equity is often easier to give than salary)

3. Title Upgrade

“Can my title change to [new title]? I’m basically doing that role anyway.”

(No cost to company, helps you externally)

4. Promotion Track

“What’s the path to promotion? What do I need to hit to get there?”

(Gives you clear goals + future raise potential)

5. Time Off

“Can I get an extra week of PTO?”

(Improves quality of life without comp cost)

6. Flexibility

“Can I work remote 2 days per week?”

(Low cost, high value for you)

7. Learning Budget

“Can I get a $2k annual budget for courses / conferences?”

(Investment in you, low cost)

8. Signing Bonus

“If you can’t increase base, can I get a retention bonus / signing bonus?”

(One-time, might be easier to get approved)

Part 5: Common Objections (+ How to Handle Them)

Objection 1: “The Budget Is Frozen”

Their message: We’re not giving out raises right now

Your response:

“I understand. When will the budget open up? Can we schedule to revisit this in [3–6 months] when things open up?”

(Get a specific date on the calendar)

Objection 2: “You’re New To The Role”

Their message: You haven’t been here long enough

Your response:

“I understand I’ve been in this specific role for [time]. But I have [X years] at the company and [Y years] in this field. My contributions since starting have been [specific impact]. Can we discuss adjusting to market rate?”

Objection 3: “We Do Raises During Annual Reviews”

Their message: Wait your turn

Your response:

“I hear you. When is the review cycle? [They tell you] Can we make this part of that conversation? Or if it’s far away, can we talk about it now so it’s not a surprise during review?”

Objection 4: “You’re Not At Market Rate Yet”

Their message: You don’t have enough experience

Your response:

“I’d like to understand what I need to do to reach market rate. What would it take? [Listen] Okay, so if I [X], I’d be able to get to [amount]?”

(Turn it into a goal, not a rejection)

Objection 5: “Others In Your Role Make [$X]”

Their message: Comparisons to internal benchmarks

Your response:

“I understand. I think [other person] has [different experience / shipped different projects]. But the market rate for someone with my background is [range]. I’d like to align with that.”

(Don’t get dragged into comparing to colleagues. Focus on market)

Red Flags: When You Should Probably Leave

If after making your case, your manager says:

❌ “We just can’t afford it” (translation: not valued)

❌ “Your performance doesn’t warrant it” (translation: they don’t see your value)

❌ “We’ll revisit in 18 months” (too long)

…and you know you’re at market rate and performing well, it might be time to look for a new job.

You can often get a bigger raise by switching companies (20–30% jump) than by staying (typical: 5–10% annual).

The Follow-Up Email

After the conversation, send an email:

"Hi [Manager],

Thanks for chatting today about my compensation. As discussed, I’m requesting a salary increase to [amount] based on my contribution and market research.

Let me know when you have an update. I’m happy to provide any additional information you need.

Thanks, [Your Name]"

(Creates written record, shows professionalism)

Timing For Future Raises

Once you get a raise, don’t ask again for at least 12 months (sometimes 18+).

Next time you ask:

• [ ] You should have new accomplishments
• [ ] Market rates may have shifted
• [ ] You’ve been in the role longer (more justification)

Key Takeaways

1. Do your research (market rate + internal benchmarks)
2. Document your impact (revenue, scope, mentorship)
3. Ask at the right time (after achievements, during reviews)
4. Make data-driven ask (not emotional)
5. Be specific (not vague)
6. Prepare for negotiation (have alternatives ready)
7. Negotiate beyond salary (bonus, title, flexibility)
8. Get it in writing (send follow-up email)
9. Know when to leave (if they won’t move at all)
10. Don’t ask too often (12+ months between asks)

Asking for a raise is a skill. Most people do it poorly (emotional, vague). You can do it better (research-backed, strategic, specific).

Next: Master career negotiations with Negotiate Job Offer guide, or continue career growth with Ask for Promotion.