How to ask for a raise in tech: An evidence-based guide
55% of people never negotiate their salary. Those who do earn an average of 19% more. In tech, the gap between a standard merit raise and a top performer raise is the difference between 3.5% and 5.3%, according to recent compensation data. The people who get bigger raises are not necessarily better at their jobs. They are better at making their case.
This guide shows you how to ask for a raise with evidence your manager can take to leadership. Not vague feelings about deserving more. Concrete proof of your impact.
TL;DR: Build your case with quantified accomplishments, research market rates, and start the conversation 3 to 6 months before your review cycle. BragBook helps you track the evidence you need to make your case.
What a strong raise ask looks like
The difference between getting a raise and getting a "we will revisit next cycle" comes down to evidence.
Without evidence
I feel like I deserve a raise. I've been here for two years and I work really hard. I think my salary should be higher.
With evidence
Built an Evidence-Based Case for a Raise
Over the past 12 months, I led 3 major launches that drove $500K in revenue, mentored 2 junior engineers, and received strong peer feedback from stakeholders across product and design. Based on market data for my role and level, I am requesting an adjustment to $X.
When to ask for a raise
Timing matters as much as evidence. Ask at the wrong time and even a strong case falls flat.
After a major win or launch. Your impact is fresh and visible. This is when your manager is most aware of your value.
3 to 6 months before your review cycle. Budgets get set before reviews happen. If you wait until review time, the money is already allocated. Plant the seed early.
When you have market data showing you are underpaid. Check Levels.fyi, Glassdoor, or talk to peers. If your comp is 10%+ below market for your level, you have a clear case.
After taking on scope beyond your level. If you are doing the work of the next level, your pay should reflect it. Build your case with examples.
Not right after layoffs or a bad quarter. Read the room. If the company just cut headcount or missed targets, wait for things to stabilize. Your case does not change, but the timing can kill it.
How to build your case
A raise conversation without evidence is just a request. A raise conversation with evidence is a business case. Here is what you need.
Document your accomplishments with metrics. "I improved things" does not work. "I led the redesign that reduced cart abandonment by 18% and recovered $240K in revenue" does. Learn how to quantify your impact.
Research market rates. Know what your role pays at your level and location. Levels.fyi, Glassdoor, and Blind are good starting points. Come with a specific number, not a range.
Collect peer feedback. Save positive Slack messages, email praise, and meeting shoutouts. Peer validation strengthens your case because it shows others see your impact too.
Map your work to business outcomes. Connect your accomplishments to what the company cares about: revenue, retention, efficiency, user growth. This makes your case about the business, not about you.
The easiest way to have all of this ready is to document your work weekly. Tools like BragBook make this a 5-minute habit by tracking your wins and turning them into polished impact statements with AI. When raise time comes, your evidence is already compiled.
The conversation: what to say
Most people struggle with the actual words. Here are scripts for each part of the conversation.
Opening the conversation
"I would like to discuss my compensation. I have been reflecting on my contributions over the past [timeframe] and I believe my pay should better reflect the impact I have been delivering. Can we set up time to talk about this?"
Presenting your evidence
"Over the past 12 months, I have [top 2-3 accomplishments with metrics]. I have also received feedback from [stakeholders/peers] confirming I am operating at a high level. I have put together a summary I can share with you."
Naming your number
"Based on my research and the market rate for [role] at [level] in [location], I believe $[specific number] would be appropriate. Here is the data I have been looking at."
Handling pushback
"I understand there may be budget constraints. Can we talk about what would need to be true for this to happen? I want to work toward it and I would like to understand the path."
Common mistakes that cost you money
Not asking at all. This is the most expensive mistake. 55% of people never negotiate. If you do not ask, the answer is always no.
Being vague about your contributions. "I work really hard" is not a raise case. Specific accomplishments with metrics are. Use your brag document to back up every claim.
Threatening to leave unless you mean it. If you bluff and they call it, you are stuck. Only bring up other offers if you genuinely have one and are willing to walk.
Accepting the first counter without discussion. If they offer less than you asked for, it is okay to pause and think. You do not have to answer on the spot. "Thank you. Can I take a day to think about this?" is always appropriate.
Not having a backup plan. If they say no, know what you want next. A timeline for re-evaluation? Non-salary compensation? A path to promotion? Have your next ask ready.
What to do if they say no
A "no" is not the end of the conversation. It is the start of a negotiation about what comes next.
Ask for specific criteria. "What would I need to demonstrate for this to happen next cycle?" Get a clear target you can document against.
Get a timeline. "Can we revisit this in 3 months?" Lock in a date so it does not get forgotten.
Negotiate alternatives. If base salary is off the table, ask about equity, a title change, a development budget, additional PTO, or a one-time bonus.
Evaluate your options. If the company consistently undervalues your work despite documented evidence, that is useful information. The data shows that internal advocacy is more valuable than ever, but not if your company does not respond to it.
Start building your case today
The best raise conversations are built over months, not prepared the night before. Start documenting your wins weekly and you will have everything you need when the time comes.
BragBook makes this easy with templates, weekly reminders, and AI that turns your entries into raise-ready talking points. When you sit down with your manager, you will not be hoping they remember your work. You will be showing them the evidence.
Frequently asked questions
How much of a raise should I ask for?
Research the market rate for your role, level, and location first. A typical merit raise in tech is 3.5%. Top performers average 5.3%. If you are significantly underpaid, asking for 10-20% is reasonable with evidence. Always anchor your ask to market data and documented impact, not a feeling.
Should I mention other job offers when asking for a raise?
Only if you genuinely have one and are willing to leave. Using a fake offer as leverage will backfire if your employer calls your bluff. If you do have a real offer, present it factually, not as a threat. Something like 'I have received an offer at $X and want to see if we can close the gap because I prefer to stay here.'
What if my company has a formal raise cycle?
Start the conversation 3 to 6 months before the cycle. By the time formal reviews happen, budgets are already allocated. Planting the seed early gives your manager time to advocate for you during planning. Share your documented accomplishments before the budget is set, not after.
Can I ask for a raise before my review?
Yes, and you should. Waiting until your review to bring up compensation means the budget is already decided. The best time to start the conversation is 3 to 6 months before review time, when your manager can still influence the allocation.
How do I know if I am underpaid?
Check sites like Levels.fyi, Glassdoor, and Blind for compensation data at your level and location. Talk to trusted peers in similar roles. If your total compensation is more than 10% below market for your level and experience, you likely have a case for an adjustment.
Should I put my raise request in writing?
Have the conversation verbally first, then follow up with a written summary. The verbal conversation lets you read the room and adjust. The written follow-up creates a record of your case and makes it easy for your manager to share with their leadership or HR.
What if I just started and want a raise?
Wait at least 6 months to build a track record. Even if you feel underpaid from day one, you need documented evidence of impact before asking. Use those first months to log accomplishments and demonstrate value. Then present a case based on results, not just tenure.
Can AI help me prepare my raise case?
Yes. AI tools can turn your tracked accomplishments into polished impact statements and talking points for your raise conversation. The key is having real accomplishments logged first. Tools like BragBook combine tracking with AI that generates raise-ready content from your entries.
