Let me tell you what I've learned after watching hundreds of engineers negotiate raises at Google, Meta, and Amazon: Most people fail because they think it's a conversation about fairness. It's not. It's a business case.
Your manager probably agrees you deserve more money. But deserving it and getting it are completely different things. You need to make it easy for them to say yes. Here's how.
Before You Ask: The Research Phase
Walking into a compensation conversation without data is like deploying code without testing. You might get lucky, but probably not.
1. Know Your Market Value
"I feel like I should be making more" isn't a compelling argument. "Engineers with my experience and skills at similar companies make $X-Y" is.
Where to Get Accurate Data:
- →levels.fyi: Most accurate for big tech and startups. Filter by company, level, and location.
- →Blind: Real people sharing real numbers. Take with a grain of salt but useful for trends.
- →Teammates/Friends: People who've recently switched jobs have the freshest data.
- →Recruiters: External recruiters will tell you what similar roles pay to get you interested.
Don't just look at base salary. Total comp (base + bonus + equity) is what matters. A $10K base increase might sound good until you realize you're $50K behind in total comp.
2. Document Your Impact
Your manager is busy. They don't remember everything you've done. You need receipts.
Build Your Impact Document:
Major Projects Delivered
For each one, include:
- • What you built
- • The business impact (users affected, revenue impact, efficiency gains)
- • The technical complexity
- • Who you worked with (cross-functional collaboration counts)
Leadership & Influence
- • Mentorship (how many people, what outcomes)
- • Process improvements you drove
- • Technical decisions you influenced
- • Incident responses where you were critical
Scope Growth
Are you doing more than when you started? More complex work? Leading more people? This is your strongest argument for a raise.
Pro tip: Keep a "brag document" that you update weekly. When it's time to ask for a raise, you'll have everything ready instead of scrambling to remember what you did 6 months ago.
3. Understand Your Company's Comp Philosophy
Every company has different levers for compensation. Know which ones yours uses:
- •Promotion-based: Raises primarily happen through level changes (common at big tech)
- •Market adjustments: Regular adjustments to keep pace with market (more flexible)
- •Equity refreshers: New stock grants instead of base increases (many tech companies)
- •Retention bonuses: One-time or ongoing bonuses to prevent attrition
Understanding this helps you ask for the right thing. If your company rarely does off-cycle base increases but regularly gives equity refreshers, asking for equity might get you further.
The Conversation: What to Actually Say
You've done the research. Now it's time to have the conversation. Here's the framework that works.
Step 1: Request the Meeting Properly
Don't ambush your manager. Schedule a dedicated conversation.
Email template:
This does a few things:
- ✓Sets clear expectations about what the meeting is about
- ✓Shows you're prepared (not just complaining)
- ✓Gives them time to prepare and check what's possible
Step 2: Open With Your Commitment
Start by reinforcing that you want to stay and grow here. This isn't a threat—it's a partnership conversation.
Opening script:
Step 3: Present Your Case (The Formula)
Here's the three-part formula that actually works:
1. Here's What I've Delivered
Walk through your top 3-5 accomplishments. Be specific about impact, not just what you did.
"I led the migration to the new API architecture, which reduced latency by 40% and now serves 2M requests per day. This unlocked the ability to onboard 3 new partners who needed that performance SLA."2. Here's How My Scope Has Grown
Show that you're operating beyond your current level or initial job description.
"When I started, I was writing features on the web team. Now I'm leading cross-functional initiatives, mentoring 2 junior engineers, and making architecture decisions that impact the whole product."3. Here's What the Market Says
Present your research objectively.
"Based on levels.fyi and conversations with peers, engineers with similar experience and scope at comparable companies are making $X-Y in total compensation. I'm currently at $Z, which is below that range."
Step 4: Make a Specific Ask
Don't make your manager guess what you want. Be specific.
Anchor high. You can negotiate down, but you can't negotiate up from a low initial ask.
Handling Common Responses
Your manager won't say yes on the spot. Here's how to handle what comes next.
"Let me think about it"
This is normal. Your manager needs to check with HR, their manager, and budget.
Your response: "That makes sense. What's a reasonable timeline for us to reconnect on this? And is there any additional information I can provide that would be helpful?"
"That's outside our budget right now"
This might be true, or it might mean "you haven't made a strong enough case."
Your response: "I understand budget constraints. Can we talk about what's possible within budget? And what would need to happen—whether that's performance, timing, or scope—for us to get closer to market rate? I want to make sure we have a clear path forward."
"You're already at the top of your band"
This means they're saying you need a promotion to make more, not just a raise.
Your response: "Got it. Based on what I've been delivering, do you think I'm ready for promotion to the next level? If not, what specific gaps should I focus on, and what's a realistic timeline to get there?"
"We can't match that market data"
Some companies genuinely pay below market. This is important information.
Your response: "I appreciate the honesty. What can we do to close some of that gap? Even if we can't get all the way there, I want to make sure we're trending in the right direction."
Real talk: If they can't move meaningfully toward market and you're underpaid, start looking. Your manager just told you the company doesn't value you at market rate.
After the Conversation
The conversation doesn't end when the meeting ends. Follow up properly.
Within 24 Hours:
Send a summary email thanking them for the conversation and recapping key points:
- • What you're asking for
- • Timeline for next steps
- • Any additional information they requested
This creates a paper trail and ensures you're both aligned on what happens next.
What If They Say No?
Sometimes the answer is no. Or "not right now." Or "less than you wanted." Here's how to handle it.
Option 1: Create a Performance Plan
If they can't do it now, create a concrete plan for when they can.
"I understand we can't make this adjustment right now. Can we agree on specific deliverables that would justify this increase in [3/6 months]? I want to make sure we have clear criteria so this isn't subjective."
Get this in writing. If you hit those targets and they still say no, you have proof that goalpost-moving is happening.
Option 2: Explore Alternatives
If base salary is stuck, explore other levers:
- •Equity refresher grants
- •One-time bonuses
- •Title change (which opens higher comp bands)
- •Additional PTO
- •Professional development budget
- •Remote work flexibility
Option 3: Start Looking
If you've made a strong case, you're significantly below market, and they won't budge—it's time to look elsewhere.
The fastest way to a significant raise is often switching companies. That's not a failure—it's how the market works. Loyalty doesn't pay like mobility does.
Common Mistakes That Kill Your Chances
Don't Make These Errors:
"I need more money because my rent went up" is not a business case.
"I heard Sarah makes more than me" creates drama. Use market data instead.
Ultimatums backfire. Only mention leaving if you're genuinely prepared to.
"I just feel like I deserve more" gets you nowhere.
If you don't push back respectfully, they'll assume you're satisfied.
The Real Talk
Asking for a raise is uncomfortable. That's by design. Companies benefit when employees don't negotiate.
But here's the thing: if you're delivering value and you're underpaid relative to market, asking for fair compensation isn't greedy—it's professional. You're running a business (your career), and you need to get paid what you're worth.
The engineers who consistently get raises aren't smarter or better. They're just better at making the business case for their value. That's a skill you can learn.
Key Takeaways:
- ✓Do your research before the conversation—market data and impact documentation
- ✓Make it a business case, not an emotional plea
- ✓Be specific about what you're asking for—anchor high
- ✓Have a plan for "no"—whether that's a timeline, alternatives, or starting to look
- ✓Follow up in writing to create accountability
You've earned this. Now go get it.
Frequently Asked Questions
What's the best time to ask for a raise?
The best time is during your performance review cycle or after a major win. However, don't wait for perfect timing—if you've been consistently delivering and haven't had an adjustment in 12+ months, it's reasonable to ask. Avoid asking during company layoffs, hiring freezes, or right before major deadlines.
How much should I ask for when requesting a raise?
Research market rates for your role and level using sites like levels.fyi, Blind, and Glassdoor. Typically, annual merit increases are 3-5%, promotion bumps are 10-15%, and market adjustments can be 15-30%. Ask for the high end of reasonable based on your performance and market data. Always anchor high—you can negotiate down but rarely up.
What if my manager says there's no budget for raises?
Ask specific questions: 'When will budget be available?' 'What would need to happen for this to be approved?' 'Can we set a timeline to revisit this?' Sometimes 'no budget' means 'not right now' or 'you haven't made a strong enough case.' Also explore alternatives like stock refreshers, bonuses, or title changes that might have different budget pools.
Should I mention competing job offers when asking for a raise?
Only if you're genuinely willing to leave. Mentioning offers as a negotiation tactic can backfire—your manager may feel threatened or question your loyalty. Instead, use market data: 'Based on my research, similar roles at comparable companies pay X for this level of responsibility.' If you have offers, it's often better to just take one rather than use it as leverage.
How do I ask for a raise if I've only been at the company for 6 months?
It's generally too early unless there was a significant mismatch in your initial offer versus your actual responsibilities. Instead, ask: 'What would I need to demonstrate over the next 6 months to be considered for a compensation adjustment at my 1-year mark?' This sets expectations and gives you a roadmap without making a premature ask.
Not Sure If You're Underpaid?
SIA can help you understand your market value, build your compensation case, and prepare for the conversation. Get personalized advice based on your specific situation.