How to Negotiate a Raise: The Exact Script That Works in 2025

Why Most People Leave Money on the Table

Studies consistently show that fewer than 40% of workers negotiate their salary — yet among those who do, over 80% receive at least some increase. The math is simple: not asking is almost always the wrong move.

The average raise for employees who don't negotiate is 3%. The average raise for those who do is 7–10%. Over a 10-year career, that difference compounds to hundreds of thousands of dollars.

Step 1: Know Your Number Before You Walk In

The single biggest mistake people make is walking into a negotiation without a specific number. Vague requests ("I'd like to make more") give your employer all the power. A specific, researched number ("Based on market data, I'm targeting $95,000") signals confidence and preparation.

Use our free salary checker to find your exact market percentile before you negotiate. If you're below the 50th percentile for your role, location, and experience, you have a data-backed case.

Step 2: Time It Right

The best times to negotiate a raise:

• After a major win — complete a big project, land a client, ship a product
• During your annual review — budgets are already being discussed
• When you receive a competing offer — the most powerful leverage you can have
• After taking on new responsibilities — scope creep without pay creep is a red flag

Avoid asking during company-wide layoffs, budget freezes, or right after a missed target.

Step 3: The Exact Script

Here is a framework that works whether you're talking to a direct manager or HR:

"I've really enjoyed the work I've been doing on [specific project/responsibility], and I feel like I've grown significantly in this role. Based on my research into market rates for [job title] with my experience level in [city/state], I'm seeing a median of around [market number]. I'd like to discuss bringing my compensation to [your target number]. Can we talk about what that path looks like?"

Notice what this script does: it leads with value, references data, gives a specific number, and ends with a question — keeping the conversation open rather than creating a confrontation.

Step 4: Handle the "Budget Is Tight" Response

If your manager says the budget doesn't allow it right now, don't accept a dead end. Ask:

• "What would need to happen for this to be possible in the next 6 months?"
• "Can we agree on a specific milestone that would trigger a salary review?"
• "If base salary isn't possible, is there flexibility on bonus, equity, or PTO?"

Get any commitments in writing — even a follow-up email summarizing the conversation.

Step 5: Know When to Walk

If you're consistently below market and your employer won't move, the most effective negotiation tool available is a competing offer. The data is clear: the fastest way to a significant salary increase is often to change jobs. Employees who switch companies see an average salary increase of 10–20%, compared to 3–5% for those who stay.

The Bottom Line

Negotiating a raise is uncomfortable for almost everyone — but it is a skill, and skills improve with practice. Start with data (check your market rate below), prepare your script, and ask. The worst answer is no, and you're no worse off than before.