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.
How to research your market rate
"I think I should earn more" is a feeling. "The market rate for my role is $X and I am at $Y" is a fact. Here is how to build that data set.
Check Levels.fyi first. It has the most reliable compensation data for tech roles because it is based on verified offers. Filter by your company size, role, level, and location to get a tight range.
Cross-reference with Glassdoor and Blind. Glassdoor gives broader salary ranges. Blind has anonymous discussions where people share exact compensation. Use all three to triangulate what your role actually pays.
Talk to trusted peers. Data sites are a starting point, but real conversations fill in the gaps. Ask people in similar roles at similar companies what their total compensation looks like. Most people in tech are willing to share if you ask directly.
Compare total compensation, not just base salary. In tech, equity, bonuses, and benefits can make up 30 to 50% of your total comp. A lower base with strong equity can beat a higher base with nothing else. Make sure you are comparing apples to apples.
Anchor to a specific number, not a range. When you walk into the conversation, name a number. Ranges signal uncertainty and your manager will anchor to the low end. Pick a number at the top of what you believe is fair based on your research and your documented impact.
For more context on how tech salaries and raises are trending, see our Tech Salary and Raise Data report.
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."
Asking for an off-cycle raise
"I know our next formal review cycle is in [month], but my scope and responsibilities have changed significantly since my last adjustment. I took on [specific new responsibilities] and delivered [specific results]. I would like to discuss whether an off-cycle adjustment makes sense given the gap between my current compensation and the level I am operating at."
When you have a competing offer
"I want to be transparent. I have received an offer from [company] at [amount]. I would prefer to stay here because [genuine reason]. Is there a way to close the gap? I want to make this decision based on the full picture."
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.
What to do after the conversation
The conversation does not end when you leave the room or hang up the call. What you do in the next 24 hours determines whether anything actually happens.
Follow-up email template
Hi [Manager],
Thank you for the conversation today about my compensation. I wanted to summarize what we discussed so we are aligned on next steps.
My ask: An adjustment to $[amount] based on [brief summary of your evidence].
Your feedback: [What they said, whether positive, conditional, or a no for now].
Next steps: [What was agreed on. Timeline for follow-up, criteria to meet, or alternative compensation discussed].
I appreciate you taking the time to discuss this. Please let me know if I captured anything incorrectly.
Best,
[Your name]
Send the follow-up within 24 hours. This creates a written record that is hard to forget or reinterpret. If your manager agreed to revisit in 3 months, this email is your proof.
Keep documenting your wins. Whether they said yes, no, or later, your job is the same: keep tracking your accomplishments. If they gave you criteria to hit, document your progress against those criteria every week.
Set a calendar reminder for the follow-up date. If they said "let us revisit in Q3," put it on your calendar for the first week of Q3. Do not wait for them to bring it up. Come back with updated evidence and a clear ask.
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.
