How to Ask for a Raise With Numbers

Build a stronger raise conversation with evidence, timing, and a clear ask.

A raise conversation usually goes better when the request is concrete. The goal is not to sound emotional or overly polished. The goal is to make it easy for the other person to understand your impact, your scope, and the level of change you are asking for.

Start with the number, not the feeling

Run the raise calculator before the conversation so you know what different percentages actually mean each month.
Translate the raise into a practical number you can explain clearly: a salary target, a percentage, or a range.
Decide what outcome would count as progress, what would count as a strong result, and what is too low to change your plan.

Build an evidence list around outcomes

List measurable wins first: revenue supported, costs reduced, time saved, projects shipped, systems improved, retention lifted, or responsibilities expanded.
Tie the work to business value whenever possible. Even a rough estimate is stronger than vague effort language.
Keep the list short. Three strong examples usually land better than ten weak ones.

Pick timing that gives the conversation a chance

Ask after visible progress, before compensation cycles close, or during role expansion discussions.
Avoid making the request during a week where the team is already overloaded unless the timing is unavoidable.
If the timing is bad, ask for the next decision point instead of forcing a weak meeting.

Make the ask direct and calm

State the level of compensation you are asking for and why it makes sense based on your current scope and results.
Pause after the ask. Let the other person respond instead of filling the silence.
If they need time, ask what information or process they need next.

Know your next move either way

If the answer is no, ask what would need to be true for the answer to change.
If the answer is not now, ask for a timeline and success criteria.
If the answer is too low, use the clarity to compare options and plan from a stronger position.

Frequently asked questions

Should I mention market salary data?

Yes, but as context. Internal impact and expanded responsibility usually carry more weight than a market screenshot on its own.

What if there is no budget?

Ask about timing, what outcomes would justify a review later, and whether title or scope changes are on the table.

Should I ask for a percentage or a specific salary?

Either can work. Pick the format that makes your request easiest to understand and defend.