How to Ask for a Raise

I've helped two mid-career professionals each get raises of $300,000 to $500,000 from "frugal" Amazon. It turns out that 70% of people who ask for a raise get something, but also that most people never ask. Here is how to ask for and get your raise. One individual was a senior manager (L7) and had an external offer from Meta. The other was also L7, but was a Principal Engineer. He did not have an offer, but he was ready to start looking (no bluffing) if he couldn't get paid what he was worth on the market. "On the market" is the key. To get giant raises, you have to have the data to know what you are worth. Luckily, there are a couple of ways to get it. The first is Salary.com, which has enough data points for larger companies to figure this out. The second is to talk to peers in that position. If you talk to several people and tell them what *you* make, most of them are at least willing to say either "gosh, that's great" (which means you make more than they do) or "ohh, I think you can do better" (which means they make more). You also need to be a strong performer, ideally regarded as a star. Companies are willing to go out of their way to keep their stars. As a VP, I was either directly asked for raises or brought in to approve / deny raise requests all the time. Here is what a manager thinks when you ask for a raise: 1) "Oh damn. I have to deal with this and it will be a pain." Either the manager has to tell you no (awkward and you might quit) or the manager has to fill out forms and bring them to me and to human resources for approval (a pain). 2) "Is this person worth the pain? Do I prefer they just leave or do I need to keep them? Am I willing to fight for them?" You need the answer to this to be they feel you will be a big loss and they want to fight for you. 3) "Alright, let me think about what kind of case I can make for them..." Managers will try to feel out if you just are just greedy and hoping for a raise or if you really are upset enough to leave. You need to give them a plausible reason that doesn't feel like you are greedy or "just in it for the money." "Manager, I love working for you and Acme, inc. on our projects, but I've learned that my market rate is $$$ and I'm starting to feel really foolish for not being paid my value. As you know I have {college debt, three kids who need to go to college, elderly parents to care for... whatever} and I really need to do the right thing for my family." This formulation indicates that you like the manager and want to stay, conveying that "we're on the same team, not against each other - I'm not demanding a raise, I'm asking for your help to be treated fairly." Everyone can empathize with feeling foolish and wanting to avoid that. And no one will tell you that you shouldn't take care of your family. I'm at the character limit for a LinkedIn post. More in my fist comment. I also built a course with all the deep details: https://buff.ly/3SICtnK

You don’t get what you deserve. You get what you negotiate. And staying silent can cost you up to $1.5 million over your career. Having coached 100s of executives to land $200k - $500k jobs they love, I've learned: Most people don’t get underpaid because they lack experience. They get underpaid because they use the wrong words. One weak phrase can cost you $50k+ instantly. And that compounds over time. ❌ Lower raises. ❌ Smaller bonuses. ❌ Less equity. Your negotiation language sets the baseline for everything that follows. If you catch yourself saying things like "I'm flexible on compensation," stop right there. Here are 3 powerful phrase swaps that changed the game for my clients: ❌ Never: "I just really need this job."  ✅ Instead: "I'm excited about the opportunity and would like to ensure the compensation aligns with the value I bring." ❌ Never: "I'm currently making X at my job."  ✅ Instead: "Based on my research of similar roles, I'm seeing a range of X to Y. How does that align with your budget?" ❌ Never: "I'd be willing to take less to get started."  ✅ Instead: "I'm very interested in this position and would like to work together to finalize the compensation." See the difference? You're not being difficult. You're being specific. You're not demanding more. You're defining your worth. Because every weak phrase you use doesn't just cost you now. It compounds for decades. And a few powerful words today can change your entire trajectory. Reshare ♻️ to help someone in your network. And give me a follow for more posts like this. ($1.5M stat source: Forbes & Business Insider)

If I had a dollar for every man who has walked into my office and told me with utter conviction that what I was paying him was a crime against humanity and would be considered an act of war in some small countries, I would be a billionaire. I’ve never been approached like this by a female employee. I’m not advocating that women do this since it never works for the men who try, but I’m worried still by how quiet women are when it comes to comp conversations. Avoiding the comp conversation is a terrible strategy; so is approaching it like a war crime tribunal at The Hague. Regardless of your gender, here’s what you do:  🧠 Mindset before method. 🧠   Forget your fears. Ditch the imposter syndrome – even if you can only manage to do that for the length of the conversation. You’re in a market. Claim value. If you’re delivering the goods, there is nothing untoward about having a compensation conversation with your boss. (If your boss recoils from a comp conversation, it might be time to find a new one.) 📊 Show up to the table with facts. 📊 Plainly share the projects you’ve been working on. “Here are my contributions, and here are the outcomes that I’ve achieved.” Rehearse it in front of a mirror until you feel confident and clear. Focus on facts, not feelings. 📍Situate yourself.📍 “Here’s my understanding of the role and where it sits in the market. Here are comps.” 💰Make the ask.💰   “I’m looking to be considered for xyz in compensation which I believe is more commensurate with my contributions.” 👎If it’s a no, find out what you need to do to get to a yes. 👍 Look, the answer might be “no” for all sorts of reasons (including the possibility that you have a meaningful amount of equity you’re not ascribing enough value to) – but you can’t walk out of the room (or the Zoom) without a clear understanding of A. Why the answer is no, and B. What you need to accomplish in your role to get to a “yes.” Ask for specifics.

One of the hardest lessons I’ve learned in my career is this: No one will advocate for you the way you can advocate for yourself. When I first entered the professional world, I thought my work would speak for itself. I believed that if I put my head down, worked hard, and delivered great results, recognition and opportunities would naturally follow. But here’s what I discovered: While hard work is essential, visibility is just as important. It took observing how others approached their careers to realize this: The people who often get ahead aren’t just hardworking — they’re intentional about making their contributions known. They speak up in meetings, share their goals openly, and make sure their achievements don’t go unnoticed. That realization changed the way I approached my career. I began to see the importance of not just doing the work, but owning my voice and advocating for myself. Here’s what I’ve learned along the way about self-advocacy: 1. Track your accomplishments. I started keeping a journal where I noted key projects, results, and positive feedback. When performance reviews came around, I didn’t have to scramble to prove my value. I had it documented. 2. Ask for what you need. Whether it’s a promotion, mentorship, resources, or even a clearer direction, I learned to be upfront about my goals. 3. Speak up. This was the hardest for me. I used to hold back, worried my ideas weren’t “good enough.” But I realized that staying silent wasn’t helping anyone, not me, not my team, and not the organization. Advocating for yourself isn’t about arrogance or entitlement, it’s about honoring your value. It’s about recognizing that your hard work, skills, and ideas are worth being seen, heard, and rewarded. If I could go back and tell my younger self one thing, it would be this: Don’t wait for someone else to notice your potential. Take the first step. Speak up. Celebrate your wins. Ask for what you need. Your career is yours to build, and no one else will fight for it as fiercely as you can. #StephSynergy

As an executive recruiter, I've observed a common mistake professionals make when faced with salary pushback: immediately becoming defensive or flexible. Here's a more strategic approach 👇 When a recruiter challenges your salary expectations, avoid these common responses: • "I'm flexible on the number" • Lengthy justifications of your experience • Immediate concessions • Defensive reactions • Apologetic backtracking Instead, employ these strategic responses: • Redirect the discussion: "Could you share the allocated budget for this role?" • Explore total compensation: "Let's discuss the complete compensation package structure." • Reference market data: "Based on my research of similar roles in this market..." • Probe their perspective: "Help me understand how you arrived at your range." • Focus on value creation: "Let's discuss how my expertise can deliver value beyond the base salary." Remember: Salary discussions are business negotiations, not personal judgments. Your worth isn't determined by their budget constraints. The key is maintaining professional confidence while gathering information. Often, the first mention of salary concerns is the beginning of a negotiation, not the end. Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #salarynegotiation

"We will pay you $75K this year and $110K next year.” I’ve helped candidates negotiate six-figure salaries, remote flexibility, and better perks. Even when employers initially resisted. Well... negotiations often hit a standstill when both sides are holding firm. The employer won’t budge, and the employee doesn’t want to compromise. So how do you move forward without losing what matters most? 1️⃣ Understand their WHY. Your employer isn’t just being difficult. They have reasons, maybe budget constraints, company culture, and managerial oversight. If they insist on in-office work, maybe they’re worried about productivity. If they push back on salary, maybe they’re balancing multiple hires. 2️⃣ Reframe the discussion. Instead of saying, "I can only do remote", say "I’ll provide daily Loom updates to showcase my work and keep communication transparent." This way, they don’t feel like they’re losing control. They’re gaining certainty. 3️⃣ Propose a step-up structure. If they claim they can’t meet your salary, introduce a phased increase: "What if we start at $75K now, with a structured raise to $110K next year based on performance?" Now, you’re giving them flexibility while ensuring you get the pay you deserve. 4️⃣ Negotiate beyond salary. If they won’t budge on pay, shift the focus. More vacation? Training budget? Performance-based bonuses? There are multiple levers to pull. The goal isn’t to win. It’s to walk away happy. No one gets 100% of what they want, But the best negotiators ensure both sides leave with a deal that feels fair. If your negotiation is stuck, shift from demands to solutions. That’s how you break the deadlock.

You're not underpaid because you work hard - you’re underpaid because you’re playing the wrong game! Working twice as hard as everyone else but watching peers secure bigger raises? That was me for 7 years in corporate leadership. Here's what changed everything: • Competence doesn't equal compensation. I stopped presenting accomplishments as "team wins" and started quantifying MY specific impact ($2.3M in new revenue). • Stopped asking "Can I have a raise?" Started saying "Here's why my market value is X." • Traded vague aspirations ("I want to grow") for concrete objectives ("I'm targeting VP by Q4"). • Realized my male counterparts weren't working harder—they were simply NAMING their value without apology. --- 12 years ago, after leading my division to its best quarter ever, I was offered a 5% raise. Instead of gratefully accepting, I calmly presented market data showing my contribution was worth 22% more. They matched it within 48 hours. The real negotiation happens before you ever enter the room. Are you still playing by rules designed to keep you underpaid? PS: The most uncomfortable conversations create the most comfortable lives. Your worth isn't determined by your workload—it's determined by your willingness to name it.

He got put on a PIP… for asking for a promotion. Not because he wasn’t qualified. Not because he was underperforming. But because of how he asked. Let’s talk about the career cliff that too many high performers fall off, especially those from underrepresented backgrounds: - You do the work. - You exceed expectations. - You finally ask for the promotion you’ve more than earned… And suddenly, you’re labeled “difficult,” “entitled,” or “not aligned with leadership tone.” Here’s what most people aren’t told: Promotions in corporate aren’t given based on fairness. They’re given based on positioning. So if you're getting ready to ask, here’s what actually matters: 1. Build a business case, not just a feelings case. You can’t go in saying, “I’ve worked hard.” You need to show: → What you own now (Scope) → How far it reaches (Scale) → What outcomes you've driven (Impact) → How it supports org-wide goals 2. Show you're already operating at the next level. Promotions aren’t promises, they’re recognition of what’s already happening. If your manager has to imagine you in that role, you’ve already lost the case. 3. Know the season your org is in. Are they in growth? Layoffs? Reorg mode? Promotions aren’t just about merit, they’re about timing and optics. The stronger your internal awareness, the more surgical your ask. 4. Don’t confuse assertiveness with ultimatums. Confidence is necessary. But once your ask sounds like a threat (“I deserve this or I’m leaving”), you're no longer leading, you’re cornering. That’s rarely received well, especially in conservative or political environments. Is it exhausting to have to play the game this way? Absolutely. But learning the game is not the same as selling out. It’s how you protect your power and your paycheck. If you’re stuck between “I’ve earned it” and “They still don’t see me,” it’s time to rethink how you’re positioning your value, not your worth, but your visibility. Let’s stop losing good people to bad promotion conversations. _________________________ And if we haven't met...Hi, I’m Erica Rivera, CPCC, CPRW I help people take everything they’ve done, & say it in a way that lands offers. Let’s stop downplaying your value. Let’s start closing the gap between your impact and your paycheck. You deserve a role that reflects your experience, and pays you like it

𝗬𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗮𝘀𝗸 𝗳𝗼𝗿 𝗯𝗲𝘁𝘁𝗲𝗿 𝗽𝗮𝘆. 𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘀𝗼𝘂𝗻𝗱 𝗿𝘂𝗱𝗲. 𝗧𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 𝘀𝗵𝗼𝘄𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗱𝗼 𝘁𝗵𝗮𝘁. I’ve coached many smart professionals. They worked hard but still felt underpaid. Not because they lacked skills. But because they didn’t know how to ask. 𝗧𝗵𝗲𝘆 𝗳𝗲𝗹𝘁 𝘀𝗰𝗮𝗿𝗲𝗱, 𝗮𝘄𝗸𝘄𝗮𝗿𝗱, 𝗼𝗿 𝘂𝗻𝘀𝘂𝗿𝗲. Some stayed silent and regretted later. Others spoke too fast and lost respect. 𝗧𝗵𝗮𝘁’𝘀 𝘄𝗵𝘆 𝗜 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝘁𝗵𝗶𝘀 𝗴𝘂𝗶𝗱𝗲. It helps you ask — with confidence. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝗵𝗲 𝟱 𝘀𝗵𝗶𝗳𝘁𝘀 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗸: 🔹 𝟭. 𝗞𝗻𝗼𝘄 𝗬𝗼𝘂𝗿 𝗠𝗮𝗿𝗸𝗲𝘁 𝗩𝗮𝗹𝘂𝗲 • Don’t guess your worth. • Look up what others earn. • Use sites like Glassdoor or Levels.fyi. • Ask people in the same field. • Know your role, your skills, your price. 📌 When you know the real range, you stop asking for too little. 🔹 𝟮. 𝗧𝗶𝗺𝗲 𝗬𝗼𝘂𝗿 𝗔𝘀𝗸 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰𝗮𝗹𝗹𝘆 • Don’t ask about money too early. • Wait until they offer you the job. • Once they like you — you have power. • Now, it’s your turn to ask well. 📌 Asking too soon weakens your position. Let them want you first. 🔹 𝟯. 𝗦𝘁𝗮𝗿𝘁 𝗪𝗶𝘁𝗵 𝗥𝗮𝗻𝗴𝗲, 𝗡𝗼𝘁 𝗡𝘂𝗺𝗯𝗲𝗿 • Don’t say one fixed number. • Say a salary range instead. • Start from the higher side. 𝗦𝗮𝘆 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗹𝗶𝗸𝗲: “Based on my research, $150K–$195K seems fair.” 📌 A range shows confidence and research. It opens room to talk, not fight. 🔹 𝟰. 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗬𝗼𝘂𝗿 𝗨𝗻𝗶𝗾𝘂𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 Don’t just say “I worked hard.” 𝗦𝗮𝘆 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗵𝗲𝗹𝗽𝗲𝗱 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘄𝗶𝗻. Did you save time or money? Did you help grow revenue? 📌 𝗚𝗶𝘃𝗲 𝗼𝗻𝗲 𝘀𝘁𝗿𝗼𝗻𝗴 𝗲𝘅𝗮𝗺𝗽𝗹𝗲, 𝗹𝗶𝗸𝗲: “My last project saved $215K.” That turns your ask into a business case. 🔹 𝟱. 𝗘𝘅𝗽𝗹𝗼𝗿𝗲 𝗧𝗼𝘁𝗮𝗹 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗣𝗮𝗰𝗸𝗮𝗴𝗲 • Salary is not the only thing. • Also ask about bonus, perks, growth. • Maybe the base pay is fixed, • but you can get better rewards elsewhere. 📌 𝗦𝗮𝘆: “Can we talk about bonus or raise plans?” This shows you’re thinking long-term. 🔹 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝗺𝘆 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝘂𝘀𝗲 𝗶𝘁: • They check what others earn first. • They wait until they get the offer. • They give a range, not one number. • They talk about their value clearly. • They ask about bonus and growth too. 𝗦𝗶𝗺𝗽𝗹𝗲 𝘄𝗼𝗿𝗱𝘀. 𝗖𝗹𝗲𝗮𝗿 𝘁𝗮𝗹𝗸. 𝗕𝗲𝘁𝘁𝗲𝗿 𝗽𝗮𝘆. 📌 You’ll find all this in my infographic below. ✅ Easy to follow. ✅ Real sentences you can use. ✅ A full example at the end. 𝗪𝗮𝗻𝘁 𝗺𝘆 𝗦𝗮𝗹𝗮𝗿𝘆 𝗦𝗰𝗿𝗶𝗽𝘁 + 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁? Comment “𝗦𝗔𝗟𝗔𝗥𝗬 𝗧𝗢𝗢𝗟𝗞𝗜𝗧” and I’ll DM it. • You can ask. • You can stay respectful. • And you can get paid better. 𝗟𝗲𝘁 𝗺𝗲 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝘀𝗮𝘆 𝗶𝘁 𝗿𝗶𝗴𝗵𝘁. 👉 𝗗𝗠 me if you want 1-on-1 help.   #peakimpactmentorship #growth #leadership #dnaofinfluence #success  

To follow up on last week's video here is a step by step breakdown of how to build an undeniable case for a raise: ⬇️💰 0. You have to be doing your job well. Performance is the BASELINE. If you aren't hitting your current roles KPIs good luck asking for more money. 1. Set up a meeting with your boss and be ready to take notes. Ask "What do I need to do between now + 3 months from now to earn X title and Y pay". Then write everything down. Ask about performance review and promotion cycles. Some companies have dedicated times of year (say every 6 months) where they dole out raises and promotions. You might not be able to ask off cycle so time your follow up call accordingly (next step...) 2. Schedule a follow up call for 3 months from that day. (Or whenever coincides with your performance cycle) Put in the agenda for the meeting that you will be following up from your previous conversation. Presenting your wins and talking about a raise. No surprises. 3. DO ALL THE THINGS Your manager just laid out a clear path to more money. So do eveyrthing. Make sure you check every box. 4. Quantify the VALUE of your work in $$$. If you work in sales, this is literally money you bring in the door. If you are a support specialist, calculate time saved and money saved by you speeding up resolution time. Get creative, but put a $$ to it. It communicates you understand that the money you are paid correlates to value you bring to the business. 5. CRUSH the follow up call. Send a reminder 2 weeks in advance conveying your excitement to present your wins. (This also refreshes their memory and gives them a chance to float the idea by finance and leadership again). Make a small deck + walk them thru how you completed every ask on their requirements list. 6. Show up with RESEARCH Reiterate how/why you came to the figure youre asking for both with market research on what that role makes AND the. value analysis you did from your own work for the business. 7. Ask for the raise 💪🏼 The goal is to make it an easy yes. If you're overdue for a raise, I'd be booking step #1 for tomorrow.... Bonus tips. -Ask for the higher end of the range you're hoping to get (this is still a negotiation and they may meet you in the middle - Come with research from multiple sources to support the salary range you're asking for - Go above and beyond what they asked of you, even if just by 5-10% to show you're not JUST checking boxes but are a team player - A lot of businesses are looking to pull a 3-4x ROI on all their investments INCLUDING YOU. If you bring $800k into the business every year and are only making $100k... you've got wiggle room to ask for more just try to bar ein mind that magic number and not overshoot your ask. What did I miss? #howtogetaraise #overdueforaraise #negotiationtips