How to ask for a raise — an example email with real numbers
"I deserve a raise" is not a business case. If you want a yes, your email needs to do the manager's job for them — give them numbers, scope, market data, and a reason this is easy to approve. Here's the exact email that worked, with the outcome it produced.
The setup
A data analyst at a mid-size fintech company hadn't had a raise in 14 months. Scope had grown significantly: they'd taken ownership of a critical reporting pipeline and become the go-to for two other teams.
- Current salary: $82,000
- Market rate (Levels.fyi + Glassdoor): $88,000–$102,000 for their city, role, experience level
- Ask: $96,000 (mid-range of market)
- Last compensation review: 14 months prior
The exact email sent
Hi [Manager Name],
I'd like to schedule 30 minutes to discuss my compensation. It's been 14 months since my last salary review, and the scope of my role has grown significantly. I've summarized my case below so we can use the meeting to align, not recap.
What's changed since my last review:
• Built and now own the automated reporting pipeline used by 8 analysts across 3 teams — saves an estimated 12 hours/week of manual work.
• Became the primary analytics partner for the Growth team (previously no dedicated partner), driving the attribution model that's now cited in monthly exec reviews.
• Mentored two junior analysts through onboarding; both are now independently delivering.
Market context:
Based on Levels.fyi and Glassdoor data for Senior Data Analysts in Austin with my 4 years of experience, the current range is $88K–$102K. I'm currently at $82K.
My ask:
I'd like to move my base to $96,000. This reflects both my expanded scope and the current market rate for the work I'm doing.
Would Thursday at 2pm work for a conversation?
Thanks,
[Your Name]
Why this email gets a yes
It treats the manager like a partner, not an adversary
The email isn't a demand — it's a pre-read. It summarizes the case so the meeting is a decision, not a discovery. Managers love pre-reads. They make their job easier, and easier asks get approved.
It frames the ask around scope, not tenure
"I've been here 14 months and want more money" is an emotional case. "My scope grew and here are the 3 things that prove it" is a business case. Always lead with scope.
It quantifies impact in minutes the manager will understand
"12 hours/week saved across 8 analysts" = 96 hours/week, ~$5,000/month of work reclaimed. Your manager may not run that math, but they feel it.
It anchors the number to market, not to feelings
"I'd like $96,000 because Levels.fyi and Glassdoor say $88–$102K for this role" is almost impossible to argue with. It externalizes the benchmark.
It specifies a meeting time
Ending with "Would Thursday at 2pm work?" forces a decision. Ending with "Let me know when works for you" gets buried in a busy manager's inbox for a week.
The outcome
What happened next
The manager replied Thursday morning to confirm the meeting. In the conversation, the manager agreed the scope case was strong but said budget approval would take 2 cycles. Final offer: $93,000 base effective next pay period + $3,000 one-time retention bonus. Total first-year gain: $14,000 — and the pipeline for a full bump to $96K at the next cycle was set in writing.
How to customize this for your situation
- Count the months since your last raise. 12+ months is the threshold that makes this feel legitimate.
- List 3 specific scope changes. Not "I worked hard." Things like: owned a new system, trained new hires, became the go-to on X, led a cross-team project.
- Pull market data from 2 sources. One looks cherry-picked. Two looks rigorous. Levels.fyi, Glassdoor, Payscale, Built In, Robert Half.
- Pick a specific number. Don't say "in the $90s." Say "$96,000." Managers will often anchor to the number you name.
- Propose a specific meeting time. Always.
What if they say no?
About 1 in 3 first raise asks get a "not yet." That's not a failure — it's a prompt to get specific criteria and a written timeline. The Salary Raise Kit includes a dedicated "Denial Recovery" script that turns "no" into a written promotion plan.
Before you send — quick check
- Do you have your raise number tied to a market band?
- Do you have 2–3 specific impact examples ready?
- Do you have a follow-up date if your manager says "let me think"?
If you answered "not sure" to any of these, the Salary Raise Kit walks you through all three.