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Why build the ask from parts
A bare "I'd like 12%" invites a bare "we can do 4." The same number built from parts — "inflation has been 6% since my salary was set, market for this role is $X, and this year I did Y" — forces the counter-offer to argue with each part, and most managers won't argue that inflation happened. Each row of this calculator is a sentence in the meeting.
A worked example
$80,000, two years since the last real raise at 3% inflation: the catch-up alone is ~$4,900 — that's the "staying even" floor, not a raise at all. Add a strong-performance 5% (~$4,200) and the ask lands near $89,000. If postings for the role show $92,000, that gap becomes the third sentence and the ask rounds up. Anchor at $92, be pleased at $89, and know that $84 is them only covering inflation.
Prepare the fallback before the meeting
Decide in advance what you'll ask for if the money is a hard no: a title change, a bonus, extra PTO (price it with the PTO calculator), a committed review date in writing. People who arrive with a fallback get something; people who improvise get sympathy.
Frequently asked questions
How much of a raise should I ask for?
Build it from parts: inflation since your last raise (just keeping even), plus a merit component (3–5% for solid performance, more for exceptional), plus any gap to market rate for your role. Asking 10–15% with that math behind it lands better than asking 5% with none.
How do I find the market rate for my job?
Triangulate three sources: levels.fyi or Glassdoor for your title and metro, actual job postings for your role (many states now require salary ranges in listings), and what recruiters mention when they reach out. The middle of those three is defensible in any conversation.
When is the best time to ask for a raise?
Before budgets lock — typically 2–3 months ahead of annual reviews — or right after a visible win. The worst time is after budgets are set, when even a sympathetic manager has nothing to give until next cycle.
What if they say no?
Ask what specifically would make the answer yes, and get a timeline attached to it. A 'no' with written criteria and a date is a delayed yes; a vague no is your market signal — and job switches typically reprice people 10–20%.