Key takeaways
- Time it around review cycles and budget planning — not right after a missed deadline.
- Bring evidence: impact, scope growth and market data for your role and level.
- Ask for a specific number and a timeline, then agree on next steps in writing.
- If the answer is "no budget", negotiate a concrete plan and date to revisit.
1. Pick the right moment
Compensation decisions usually happen weeks before formal reviews, when managers submit budgets. Raise the topic early in that window, and ideally after a visible win. Ask for a dedicated meeting rather than squeezing it into a 1:1 about something else.
"I'd like to set up 30 minutes to talk about my compensation and growth. Could we find time this week?"
2. Build your case
Write a one-page summary your manager can forward to their boss:
- Impact: 3–5 concrete results with numbers (latency, revenue, incidents, delivery speed, users).
- Scope growth: responsibilities you've taken on since your last adjustment — mentoring, on-call ownership, cross-team projects.
- Market data: ranges for your role, level and location from public salary data and peers.
The goal is to make it easy for your manager to say yes and defend it.
3. Use a clear script
"Over the last year I've [led X, delivered Y, improved Z by N%]. My scope has grown to include [A and B]. Based on that and market data for this level, I'd like to discuss adjusting my base to $[number]. What would it take to make that happen in this cycle?"
Then stop talking and listen. Silence is fine.
4. Handle the common answers
"There's no budget right now"
"I understand. Can we agree on what I need to show, and a specific date to revisit — for example, at the next budget cycle? I'd appreciate having that in writing."
"You're already at the top of your band"
That's a signal to talk about promotion criteria, not only salary. Ask what the next level looks like and request a written growth plan.
"Let me check"
Agree on when you'll hear back and send a short recap email the same day.
5. Know your alternatives
Your strongest position comes from knowing what the market would pay you. You don't need to threaten to leave — but understanding your options helps you decide calmly if the answer stays "no".
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FAQ
How much of a raise should I ask for?
Base your ask on market data for your role, level and location plus the growth in your scope. Ask for a specific number, not a percentage range.
Should I mention a competing offer?
Only if it is real and you would consider accepting it. Present it as information, not an ultimatum.
What if my manager says no?
Ask for clear criteria and a date to revisit, get it in writing, and track progress against it.