How long should I wait before asking for a raise?

At least 6 months after your last raise or start date. But timing matters more than tenure: ask after a visible win, during budget planning season, or when your manager is in a good position to advocate for you.

What if my manager says the budget is frozen?

Ask 'What would need to change for this to be possible?' and 'Can we revisit this in Q next?' This keeps the conversation alive without being pushy. Also ask about non-salary compensation: title, equity, PTO, remote flexibility.

How much of a raise should I ask for?

10-15% for a merit raise within the same role. 15-25% for a promotion. Research market rates on Levels.fyi or Glassdoor first. Anchoring to market data is more persuasive than anchoring to your personal needs.

How to ask for a raise (the conversation your manager is expecting)

Most people ask for a raise the exact same way they ask for a favor: they walk into a 1-on-1, wait until the last five minutes, get nervous, and say, "So, I was wondering if we could talk about my compensation? I've been here a year and inflation is high..."

This is a guaranteed failure.

Your manager does not care about your rent, inflation, or how long you've been sitting in your chair. Your manager cares about business value. More importantly, your manager probably doesn't have the power to just say "yes"—they have to go ask their boss or HR for the budget.

If you want a raise, you have to build the "Raise Stack." You need to give your manager the exact ammunition they need to fight for your money.

Step 1: The 3-Month Setup

You do not ask for a raise on the day you want the raise. You start the conversation three months in advance.

In a 1-on-1, you say: "I'm really enjoying my work here and I want to make sure I'm delivering maximum value to the team. My goal is to reach the Senior level (or next compensation band) in the next cycle. What specific milestones or metrics would you need to see from me over the next 3-4 months to make that an easy 'yes' for you?"

Write down exactly what they say. You now have a contract. If you hit those metrics, the raise is justified.

Step 2: The Brag Document

Over the next three months, you hit the metrics. But you don't just hit them—you document them. Your manager is busy and will forget 80% of what you did.

Create a one-page document. Do not list your responsibilities; list your impact. Use the formula: Action + Metric = Business Value.

Bad: "Managed the Q3 marketing campaign."
Good: "Designed and executed the Q3 marketing campaign, resulting in a 22% increase in MQLs and $140k in attributed pipeline."

Step 3: The Market Data

You need to know your number. Do not rely on generic Glassdoor averages. Talk to recruiters, check levels.fyi, and find out what your specific role pays in your specific city for your specific years of experience.

Never give a range. If you ask for "$90k to $100k," you are asking for $90k. Ask for a specific, slightly odd number (like $98,500). Research shows precise numbers are negotiated less aggressively because they appear heavily researched.

Step 4: The Conversation

When the time comes, schedule a dedicated meeting. Do not tack it onto the end of a status update. Present your Brag Document, remind them of the milestones you agreed upon three months ago, and make the ask.

"Three months ago, we agreed that if I hit [Metric A] and took over [Project B], I would be operating at the next level. As you can see in this summary, we've exceeded those targets. Based on the value I'm bringing to the team and current market data for this level of output, I'm asking for an adjustment to my base salary to $98,500. What is the process for getting this approved in the upcoming cycle?"

Notice the phrasing. You are not asking if they will give it to you. You are asking what the process is to get it approved. You have handed them the business case on a silver platter. Now, let them do their job.