How to Ask for a Raise in Today’s Job Market (and Actually Getting It)

Include a personal profile or introduction statement at the top of your resume

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Add an infographic element that displays your best traits and accomplishments

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Use headings and subheadings throughout your resume to highlight key sections and make the information easier to read

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Utilize space by using bullet points to outline skills and job qualifications

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Incorporate visuals and images such as graphs and charts

In today’s job market, getting a raise takes more than just doing good work. With companies tightening budgets and job competition higher than ever, employees have to be strategic about when, how, and why they ask for more money.

Experts from top tech and business leaders alike say the key lies in understanding your value, knowing your market, and learning how to tell your story.

1. Know Your Market Value Before You Ask

Before starting the conversation, you need to know what your role is worth (both inside and outside your company). Many professionals skip this step and base their raise request on personal needs (“I’ve been here two years” or “my rent went up”). But compensation experts emphasize grounding the discussion in data.

Research the salary range for your position using sources like Glassdoor, Levels.fyi, or Payscale. Most large companies have pay bands, and if you’re already near the top of your range, your best route to more money may actually be a promotion or role expansion, not just a percentage bump.

Understanding where you sit in that band helps you frame your request realistically and gives you leverage to discuss next steps if a raise isn’t possible right now.

2. Time It Right

Even a strong case can fail if your timing is off. The best time to ask is when your performance is visible and measurable; right after a big project launch, a successful quarter, or positive feedback from leadership. Avoid asking during layoffs, budget freezes, or organizational changes.

If your company runs annual reviews, prepare months in advance. Keep a running list of your impact: metrics improved, costs saved, customers gained. Having clear evidence makes your request feel less emotional and more business-driven.

3. Look Beyond Salary

When people think of a raise, they often mean base pay. But total compensation includes far more: bonuses, stock options, equity refreshers, performance incentives, and professional development budgets.

If your manager can’t offer a pay bump right now, consider negotiating for things that increase your long-term earning potential, such as training stipends, mentorship programs, or leadership exposure. Career experts like Andrea Wasserman note that these opportunities often lead to larger raises later on.

4. Take a Page from Bill Gates

“I always thought about long-term value, not short-term reward.” - Bill Gates

Even early in his career, Bill Gates negotiated with a long-term mindset. In a conversation with Stephen Curry, Gates said he prioritized stock options over immediate cash, framing his value as a partnership in the company’s success (a subtle but powerful move).

This approach still applies today. When you present your case for a raise, think about how your growth aligns with the company’s growth. Frame it as: “Here’s how I’ve added value so far and here’s what I plan to deliver in the next 6 to 12 months.”

Confidence matters, but so does humility. Acknowledging the broader business context (budgets, team goals, and company performance) shows maturity and professionalism.

5. Know When It’s Time to Move On

Even with preparation, timing, and strong performance, sometimes the answer will still be no. If you’ve consistently contributed at a high level but see little opportunity for advancement, it might be time to evaluate other options. A stagnant role can quietly cap your earning potential, while the right move can often bring a 20–30% increase overnight.

Before leaving, try one last transparent conversation with your manager: “What would it take for me to grow here?” If the answer feels vague or noncommittal, that’s valuable information too.

The Bottom Line

Getting a raise in 2025 is about clarity.

Know your worth through real data.
Time your ask when your impact is visible.
Think beyond salary to total rewards.
Frame your growth as part of the company’s success.
If growth isn’t possible where you are, be willing to look elsewhere.

In a market where talent is abundant and budgets are tight, those who combine self-awareness with strategy are the ones who don’t just earn more... they build careers that keep paying off.