How to negotiate a raise using real numbers, not just feelings
TL;DR: Walk in with a specific number, not a vague ask — anchored to market comparables, your actual cost-of-living-adjusted purchasing power if you haven't had a raise in a while, and what a competing offer would realistically look like.
Why vague asks fail
"I think I deserve a raise" gives the other side nothing concrete to respond to. A specific number, with a reason attached, is far harder to deflect with a vague "we'll consider it."
What to actually bring to the table
- Market rate for your role and experience level, from a few independent sources
- How much inflation has actually eroded your purchasing power since your last raise
- Concrete outcomes you've delivered, tied to business impact where possible
If you're also weighing a competing offer
Our Job Offer Decision Report compares two offers on real, cost-of-living-adjusted purchasing power — the same rigor works whether you're deciding between two employers or building the case for a raise with your current one.
Frequently asked questions
Should I mention a competing offer even if I don't plan to leave?
Only if it's genuine — bluffing a competing offer you don't actually have is a real risk if it's ever questioned, and can damage trust even if the raise is granted.
What if I get told there's no budget for raises right now?
Ask what would need to be true for a raise to be possible, and by when — this converts a flat no into a concrete path, and signals you're serious about revisiting it.