Negotiating a Raise: Scripts, Numbers, Timing
Anchor with impact and market data. Keep it concise and specific.
Preparation
- Quantify wins (revenue saved/earned, projects shipped).
- Gather market ranges for title/region.
- Pick three targets: stretch, realistic, walk-away.
Script
“Over the last year, I delivered X, Y, and Z. Market ranges are A–B. I’m seeking to align compensation at $X.”
Timing
Ask before budget cycles close; initiate quarters ahead of promotion windows.
Counter-offers
Propose levers: title, bonus, equity refresh, remote flexibility, learning budget.
Math check
Use the calculator to translate raises into monthly and hourly changes.
Objection handling
- Budget timing: “When is the next window? What criteria would make this a yes?”
- Leveling mismatch: request the rubric and specific deltas to close.
- Benchmarks: bring 2–3 external data points for your market.
Follow-up plan
Summarize agreements in writing and schedule a date to revisit if the raise isn’t immediate.
Documentation pack
Prepare a one‑pager with metrics, dates, and stakeholders. Link to artifacts (dashboards, PRs, tickets) for verifiability.
When the answer is “not now”
Ask for specific criteria and a review date. Consider alternative levers: remote flexibility, title, or learning budget.
Practice reps
Rehearse with a colleague. Keep your script under 60 seconds and invite dialogue.
Manager alignment checklist
- Role expectations and current level validated in writing
- Measurable goals tied to compensation adjustments
- Timeline for next review or promotion cycle
Impact dossier template
Summarize projects with dates, outcomes, and stakeholders. Include a short paragraph on how your work changed a metric that matters.
Common missteps
- Anchoring without evidence
- Asking during blackout/budget freeze
- Focusing on tenure rather than impact
Evidence library
Keep a running doc with metrics, stakeholder quotes, and before/after snapshots to avoid scrambling right before your review.
Calibration conversation
Ask: “What would success at the next level look like in the next 3–6 months?” Turn answers into measurable goals and dates.
Outcome paths
- Immediate raise
- Raise after milestones
- No raise (seek growth plan or evaluate options)
Manager’s incentives
Frame your request in terms of business outcomes and risk reduction. Managers sponsor raises that help their goals land.
Comp bands & calibration
Ask for the band for your level, midpoint, and how performance ties to band movement. Request concrete calibration feedback.
Follow-through cadence
Send a recap email, set a calendar reminder for the agreed review date, and attach progress updates monthly.