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Create CVIf you’re searching “how to ask for a raise in the US,” you’re likely at a critical career moment: you know you’re underpaid, delivering strong results, or ready for the next compensation level.
The reality is this:
Raises are not given based on effort. They are approved based on business justification, budget constraints, and internal compensation structures.
This guide breaks down exactly:
How much of a raise you can realistically expect in the US
How companies actually decide raises (behind the scenes)
Step-by-step strategy to ask for a raise successfully
Real negotiation tactics used by top-performing professionals
Keywords: how much raise to ask for, average salary increase USA, raise percentage US
Standard annual raise: 3% – 5%
Strong performance raise: 5% – 10%
Promotion raise: 10% – 20%
External job switch: 15% – 40%
Current salary: $85,000
Market value: $105,000
Realistic raise ask internally:
Keywords: what determines salary increase, how companies decide raises
Every manager operates within:
Pre-approved salary bands
Department budgets
HR compensation frameworks
Reality: Even if you deserve a raise, your manager may not have budget approval.
Companies maintain:
Salary ranges per level (e.g., Level 3, Level 4)
Internal equity across employees
If you're already near the top of your band:
Keywords: best time to ask for a raise USA
After a major achievement
During performance reviews
After taking on additional responsibilities
When company performance is strong
During layoffs or hiring freezes
Immediately after joining (under 6 months)
Without documented achievements
Target: $95,000 – $105,000
Likely outcome: $92,000 – $100,000
Key insight: Internal raises are constrained. Large jumps often require external offers.
Raise is limited
Promotion becomes necessary
High-impact contributions drive raises:
Revenue generation
Cost savings
Process improvements
Leadership responsibilities
Weak Example: “I’ve been working hard”
Good Example: “I increased team efficiency by 25%, saving $500K annually”
Recruiters and HR compare your pay to:
Market salary data
External candidates
Internal peers
If you’re underpaid vs market:
Keywords: how to ask for a raise script, salary negotiation internal raise
Research:
Salary ranges for your role
Compensation by experience level
Industry benchmarks
Goal: Know your realistic range before asking.
You are not asking for a favor.
You are presenting a case.
Include:
Quantifiable achievements
Revenue impact
Cost savings
Expanded responsibilities
Instead of saying:
“I want a raise”
Say:
“Based on market benchmarks and my contributions, I’d like to discuss adjusting my compensation to $X–$Y.”
Do NOT casually mention it.
Set a meeting:
“I’ve taken on additional responsibilities and delivered measurable results over the past year. Based on market data and my impact, I’d like to discuss adjusting my salary to reflect this.”
Common responses:
“There’s no budget right now”
Your response:
“Understood. What would need to happen for this to be revisited in the next review cycle?”
“We’ll review this later”
Your response:
“Can we define specific goals and a timeline for revisiting compensation?”
Keywords: internal raise vs new job salary increase
3% – 10% typical
Limited by internal structures
15% – 40% increase
Market-driven compensation
Key insight: The biggest salary jumps happen when you change companies.
Track:
Results
Metrics
Wins
Decision-makers must know:
Your impact
Your contributions
Operate at the next level first:
Leadership tasks
Strategic responsibilities
Even if you don’t plan to leave:
Interview externally
Understand your market value
They must justify raises to:
HR
Finance
Leadership
Managers evaluate:
Risk of losing you
Cost of replacing you
Your performance vs peers
If replacing you costs:
More money
Time
Productivity loss
You have leverage.
Weak Example: “I feel underpaid”
Good Example: “Market data shows my role is typically compensated at $X–$Y”
No benchmarks = weak negotiation position
Never say:
“I want more money”
Always say:
“I’m targeting $X–$Y based on market benchmarks”
Initial pushback is normal.
Negotiation is expected.
Ask:
What specific goals justify a raise?
What timeline can we set?
What level do I need to reach?
Example:
3 months: achieve X
6 months: review compensation
If:
You’re underpaid
No growth path exists
No timeline is provided
It’s time to explore external opportunities.
Raises are incremental.
Real wealth comes from:
Promotions
Job changes
Equity compensation
High-income skills
Asking for a raise in the US is not about confidence alone.
It’s about:
Data
Timing
Positioning
Business impact
**The highest-paid professionals don’t just work harder.
They negotiate smarter.**
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