How to Ask for a Raise: A Complete Negotiation Guide

By Joseph L., Biohacker & Career Strategist from Austin, TX

Most people wait until they're frustrated to ask for a raise—and get denied. Winners build an undeniable case over 90 days, making "no" impossible.

Why Most Raise Requests Fail

You walk into your manager's office: "I've been here 2 years and I work really hard. I deserve a raise." Your manager says, "We'll revisit this during annual reviews" or "Budget is tight right now."

The problem? You're negotiating from emotion, not data. You're asking your manager to advocate for you without giving them ammunition to take to their boss or HR.

Successful raises are won 90 days before the conversation, not during it.

The 90-Day Raise Strategy

Phase 1: Days 1-30 (Research & Documentation)

Know your market value:

Use Levels.fyi, Glassdoor, and Blind to find salary ranges for your role + location
Talk to recruiters—ask what they're paying for your skillset
Join industry Slack/Discord groups and ask anonymously about compensation

Document your wins:

Create a "brag document"—track every project, win, and metric you influence
Save positive emails from clients, colleagues, and managers
Quantify your impact: "Increased sales 23%," "Reduced costs $45K/year," "Shipped feature used by 10K users"

Phase 2: Days 31-60 (Visibility & Value Creation)

Increase your visibility strategically:

Volunteer for high-impact projects that leadership cares about
Share wins in team meetings and Slack—make your contributions visible
Help solve problems outside your job description (shows leadership potential)

Build advocates:

Ask senior colleagues for advice on career growth (build relationships)
Get written feedback from people you've helped or collaborated with
Identify who influences comp decisions—make sure they know your work

Phase 3: Days 61-90 (Build Your Case)

Create your raise proposal document:

Opening: "I'm requesting a salary adjustment to $X, which reflects market rate for my role and contributions."
Market data: Show 3-5 salary benchmarks from credible sources
Your impact: 5-10 quantified wins from the past year (revenue, cost savings, efficiency gains)
Expanded scope: List responsibilities you've taken on beyond your job description
Future value: What you'll deliver in the next 6-12 months

The Negotiation Conversation

Email your manager: "I'd like to schedule 30 minutes to discuss my compensation. I've been tracking my contributions and want to align my salary with market rate. What's your availability next week?"

In the meeting:

Open confidently: "I'm requesting a raise to $X. Here's why." (Hand them your document)
Walk through your case: Market data first, then your wins, then expanded scope
Pause and let them respond—don't fill the silence
If they say yes: "Thank you. When will this be effective?" (Get a date)
If they say no: "What would I need to accomplish to get to $X by [3 months from now]?" (Turn it into a roadmap)

What to Do If They Say No

If your manager says "budget constraints" or "not right now," don't accept it as final. Get specifics:

"What specific metrics or accomplishments would justify this raise?"
"When is the next compensation review cycle?"
"Can we revisit this in 3 months if I hit [specific goal]?"

If they still won't commit to a path forward, it's time to interview elsewhere. A competing offer is the strongest negotiation leverage.

How FreshStart Builds Your Raise Case

I used FreshStart to execute my 90-day raise strategy. Here's how:

Daily commitment: "Document one win or impact metric in brag doc" (5min, end of workday)

Weekly commitment: "Update salary research with 2 new data points" (15min, Fridays)

Bi-weekly commitment: "Share a project update in team Slack" (visibility strategy)

FreshStart texted me every day at 5:30pm: "Did you document today's win?" It took 5 minutes. By day 90, I had an undeniable case—38 documented wins, $120K in measurable impact, and market data showing I was 18% below market rate.

Result: 22% raise, effective immediately.

Common Mistakes to Avoid

Asking without preparation: Emotional appeals don't work. Data and impact metrics do.
Threatening to quit: Only mention other offers if you're genuinely willing to leave.
Comparing yourself to coworkers: Focus on your value and market rate, not what others make.
Accepting "maybe later": Get a concrete timeline and success criteria in writing.
Negotiating over email: Have the conversation face-to-face (or video call). Email lacks impact.

Frequently Asked Questions

How much should I ask for?

If you're below market: Ask for market rate (10-20% is common). If you're at market: Ask for 5-10% based on expanded scope and impact. Always anchor high—you can negotiate down.

When is the best time to ask?

After a major win, during annual review cycles, or when you've taken on significantly more responsibility. Avoid during layoffs or budget cuts.

What if I just got a raise 6 months ago?

If your scope has expanded dramatically or you're significantly below market, it's still worth asking. Otherwise, wait until 12 months and document wins in the meantime.

Should I get a competing offer first?

Only if you're willing to leave. Don't bluff—if they call it and you stay, you've damaged trust. Use competing offers as leverage only if you're serious about jumping.

Ready to Build Your Raise Case?

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