Everything You Need to Know About Asking for a Raise
Asking for a raise is one of the most common career questions professionals have, and one of the most misunderstood. Most people are unsure exactly how to frame the conversation.
According to research from the Society for Human Resource Management, employees who negotiate raises regularly tend to outperform their peers in long-term earning growth.
At Bradsby Group, our recruiters coach candidates through compensation conversations every week. This guide answers the most common questions professionals ask before making the ask.
How Do You Ask for a Raise?
Asking for a raise starts with preparation and confidence. Schedule a dedicated conversation with your manager, not a casual mention at the end of a meeting. Come with specific examples of the results you have delivered, the additional responsibilities you have taken on, and the market data supporting your requested number.
A calm, direct opener like “I would like to talk about my compensation and share why I believe an adjustment is appropriate” works well. Confidence in the ask matters as much as the ask itself.
When Is the Best Time to Ask for a Raise?
The best time to ask for a raise is when you have delivered clear, recent results and your company is in a healthy period.
Just after a major win, a successful project, or a strong performance review often works well. Timing also matters at the company level. Asking during a hiring freeze, a difficult quarter, or immediately after layoffs is rarely productive.
According to the Bureau of Labor Statistics, professional compensation reviews typically happen on annual cycles, and aligning your ask to that cycle usually improves your odds.
How Much of a Raise Should You Ask For?
The right raise amount depends on your role, your industry, and how your current pay compares to the market.
A standard cost-of-living raise usually falls in the three to five percent range. A merit-based raise for strong performance often runs five to ten percent. A market correction, when your pay is meaningfully below market for your role, can justify a request of ten to twenty percent or more. Research the market for your specific role, level, and geography before setting your target.
What Should You Say When Asking for a Raise?
The strongest raise conversations lead with results and context, not with need. A simple structure works: state that you would like to discuss compensation, walk through two or three specific accomplishments with real outcomes attached, share market data supporting your request, and name the specific number you are asking for.
Avoid emotional framing, comparisons to coworkers, or references to personal financial pressures.
What Should You Do If Your Raise Is Denied?
A denied raise is not always the end of the conversation. Ask what would need to be true for a raise to be approved in the future and set a specific timeline for revisiting. Sometimes the answer surfaces a real growth opportunity.
Other times, the answer reveals that the company is unlikely to meet your expectations, which is useful information for planning your next career move.
Should You Negotiate More Than Just Base Salary?
Yes. Base salary is only one part of total compensation. Bonuses, equity, additional paid time off, flexible schedules, remote work arrangements, professional development budgets, and title changes are all negotiable and often easier for a company to approve than a straight salary bump.
If the answer on base pay is no, negotiating on these other elements can produce meaningful gains that add up over time.
How Often Should You Ask for a Raise?
For most professionals, asking for a raise once a year at your annual review is the natural rhythm.
Asking more often than that only makes sense when your role has meaningfully changed, you have delivered an outsized result, or your market value has shifted quickly. Asking too often can weaken your position over time. Asking too rarely can leave real earnings on the table.
How Does Bradsby Group Help Professionals Navigate Compensation?
At Bradsby Group, our recruiters help professionals think through compensation conversations at every stage of their careers.
Whether you are asking for a raise in your current role, negotiating a new offer, or weighing whether it is time to make a bigger move, our team offers honest guidance based on real market data.
Across energy, healthcare, construction, finance, life sciences, aerospace, supply chain, food and beverage, and technology, our recruiters coach professionals through the moments that shape their earning trajectory.
If you are ready to think through your next compensation move with a trusted partner, reach out to Bradsby Group and let our experienced recruiters help you get paid what you are worth.
