How to ask for a raise: scripts that actually work
Most people handle this conversation wrong — they ask too vaguely, at the wrong time, without the right data. Here's how to do it right.
Asking for a raise is one of the highest-return conversations you can have in your career. A successful ask can add $10,000–$30,000 a year to your income — money that compounds in every future offer, every future raise, and every future negotiation. And yet most people either never ask or ask in a way that rarely works.
The difference between a raise that gets approved and one that gets deflected usually isn't the quality of your work. It's the quality of your preparation and your delivery.
Before you say anything: the three things you need
Walk into this conversation with all three or wait until you have them:
- Market data — What does the market pay for your role, level, and location? Check Levels.fyi, Glassdoor, and LinkedIn Salary. Aim for the 75th percentile as your target, not the median.
- Your wins — Specific, quantified accomplishments from the past 6–12 months. “I shipped the new checkout flow that increased conversion by 8%” is evidence. “I worked really hard” isn't.
- The right moment — After a major project ships, after a strong performance review, after you've taken on new responsibilities, or during your company's budget planning cycle. Not right after layoffs or a tough quarter.
How to open the conversation
Don't ambush your manager. Set up a dedicated meeting so they can come prepared. Here's how to request it:
“Hey [name], I'd love to find 30 minutes to talk about my compensation. I've been doing some research on market rates and I have some thoughts I'd like to share — can we put something on the calendar?”
This gives your manager a heads-up that a compensation conversation is coming. They appreciate the transparency, and it means they won't be caught off guard. Never surprise your manager with a raise ask — it puts them in a defensive position before you've even started.
The script that works
In the meeting, lead with your contributions, then the market, then the specific ask:
“Over the past year, I've [specific accomplishment], [specific accomplishment], and [specific accomplishment]. I've also taken on [new responsibility]. I've been researching what the market is paying for roles like mine, and I'm seeing a median of around $[X] for my level and location, with the 75th percentile at $[Y]. I'd like to discuss getting my base to $[Z]. Can we make that happen?”
The number you name should be specific — not a range. Ranges signal uncertainty and the manager will anchor to the bottom. A specific number signals confidence and gives them something concrete to work with.
When they say “the budget isn't there right now”
This is the most common deflection, and it's not always an excuse. Budgets are real constraints. The right move is to get a commitment on when and what:
“I understand — I appreciate you being transparent about that. Can we agree on a specific number and a timeline? I want to make sure we're working toward the same goal. If we can get to $[X] by [quarter/date], that works for me.”
Get the commitment in writing — even just a follow-up email summarizing what was agreed. Vague promises about “revisiting this later” rarely materialize without a deadline and a number attached.
When they say no
A hard no without a path forward is important information. It tells you something about how the company values you relative to the market. Don't get emotional — get strategic:
“I appreciate your honesty. Can you help me understand what would need to be true — in terms of performance or timeline — for this to be possible? I want to make sure I'm working toward the right things.”
If the answer is still vague, you've learned something useful: this company isn't going to pay you market rate. That's valuable information as you think about your next move.
One thing most people forget
Raises compound. If you get $10,000 more this year, that's not just $10,000 — it's a higher base for every future raise, every future offer, and every future comp conversation. The cost of not asking isn't just this year's delta. It's every year that follows.
Most people dramatically underestimate how much they leave on the table over a career by avoiding this conversation. Even a single successful ask early in your career can be worth $100,000+ in lifetime earnings. Use Hayven's Cost of Not Negotiating calculator to see the compounding dollar impact over your career.
If you want a fully built raise request — with your wins, market data, and talking points organized — Hayven's Raise Builder generates a complete raise case in minutes.