How to Ask for a Raise: Script, Timing, and Strategy
A complete guide to asking for a salary raise. Includes exact scripts, timing strategy, how to handle rejection, and follow-up templates.
Table of Contents
Before You Ask: Build Your Case
Asking for a raise without preparation is one of the most common career mistakes. A raise request is essentially a business proposal — you are asking your employer to invest more in you, and you need to justify that investment with evidence.
Before any conversation, document: quantified accomplishments since your last review, expanded responsibilities you have taken on, market data showing your current pay relative to peers, and specific examples of impact. "I feel I deserve more" is not a business case. "Since my last review, I shipped the authentication system that handles 500K daily logins, took on team lead responsibilities for the backend squad, and our market data shows I'm in the 35th percentile for this role in this city" is a business case.
Gather 3–5 concrete accomplishments with numbers attached. If you don't have metrics, create a reasonable estimate. "The feature I built serves approximately X users" is fine if you genuinely believe it.
When to Ask: Timing Is Everything
Best times to ask:**
- Before your annual review cycle (so your request shapes the conversation)
- After a major project win or visible success
- After taking on significantly more scope or responsibility
- When you have received positive feedback from clients, stakeholders, or leadership
- After competitor companies have offered you more (a legitimate competing offer is the most powerful lever)
Worst times to ask:**
- During company-wide layoffs or hiring freezes
- Immediately after a project failure
- When your manager is dealing with an active crisis
- The week before your scheduled performance review (too late to influence budget allocation)
- Right after joining (less than 12 months in, unless your responsibilities have dramatically expanded)
Managers typically set compensation budgets 2–3 months before review cycles. If you want a raise in April, start the conversation in January.
The Script: What to Say Word-for-Word
Request for a meeting:**
"I'd love to schedule 30 minutes to discuss my compensation. I have some thoughts I'd like to share and get your perspective on. When works for you this week?"
Opening the conversation:**
"I really enjoy working here and I'm proud of what the team has accomplished this year. I wanted to have a direct conversation about my compensation. Based on my contributions over the past year and some market research I've done, I believe a salary adjustment to [TARGET] is warranted. Can I walk you through my thinking?"
Making your case:**
"Since my last review, I've [accomplishment 1 with metric], [accomplishment 2 with metric], and [accomplishment 3]. I've also taken on [expanded responsibility]. I've been looking at market data for [role] in [city], and I'm currently at roughly the [percentile] percentile. Based on all of this, I'm asking for a [X%] increase to [TARGET]."
Closing:**
"I want to be transparent about this because I'm committed to growing here. I'd appreciate your honest feedback on where you see this landing."
How to Handle Rejection
If your raise is denied, how you handle it determines your next step. First, stay calm and professional regardless of your feelings. Second, ask specific questions: "What would I need to accomplish for this conversation to have a different outcome in 6 months?" and "Is it a budget issue this cycle or a performance issue?"
If it's budget: "Can we agree on a specific number and timeline to revisit this, and document what it would take to get there?" Get the commitment in writing — a calendar invite, an email confirmation. Verbal promises disappear.
If it's performance-related: Treat this as valuable information. Ask for specific, measurable goals. "If I hit X and Y by Q3, would you be able to support a raise at that point?" Again, get it in writing.
If you are consistently underpaid and the gap cannot be closed internally, external options become necessary. Competing offers are the most effective lever in any compensation negotiation.
Frequently Asked Questions
How much of a raise should I ask for?
Ask for 10–20% unless you have a competing offer or have dramatically expanded your responsibilities. Inflation-matching raises (3–5%) are considered standard, not a meaningful increase. If you're significantly below market, a 20–30% ask with market data to back it up is appropriate.
Should I tell my employer about competing offers?
Yes — a competing offer is your most powerful negotiation leverage. Be honest: "I've received an offer for [X]. I'd prefer to stay here, but I need you to match or come close to that number." Companies will often counteroffer to retain strong performers.
What if my manager says they have no budget?
"No budget right now" is not a permanent no. Ask: "When does the next budget cycle start? Can we schedule a conversation then?" Document the conversation and follow up with an email summary.
How often can I ask for a raise?
Once per year at review time is standard. However, if your responsibilities have dramatically changed, a mid-year conversation is appropriate. Asking more than twice per year signals instability unless your role has genuinely transformed.
Is it better to ask for a raise via email or in person?
Request the meeting via email, but have the actual conversation in person (or video call). Follow the in-person conversation with an email summary: "Following our conversation today, I wanted to confirm I'm requesting a raise to [X]. Thanks for listening."
Ready to take action?
Use our free tools to build your resume, research your salary, and write your cover letter.
Related Career Guides
Editorial Standards & Data Methodology
Data Sources
Salary ranges on CareerOS are derived from multiple independent sources:
- •Industry compensation surveys
- •BLS Occupational Outlook Handbook
- •Public job posting analysis
Our Methodology
Salary figures represent base compensation only and exclude equity, bonuses, and benefits. Ranges show the 25th–75th percentile for full-time employees in each location. Data is weighted toward recent postings (last 12 months). Take-home estimates apply federal income tax, FICA (7.65%), and applicable state taxes.
Editorial Process
All pages are reviewed for accuracy before publication and updated quarterly. We cross-reference data across sources before publishing any salary range.
Last Updated: May 2026
Review Cycle: Quarterly
Disclaimer: For informational purposes only. Actual compensation varies.