Salary Negotiation: Before accepting any offer or raise, see our complete Salary Negotiation Guide for scripts, timing strategy, and non-cash alternatives.
How to Use These Scripts
The scripts below are starting points, not verbatim requirements. Adapt the language to your voice and relationship with your manager. The goal is to give you a framework so you are not improvising in the moment.
Practice each script out loud before your meeting. Hearing yourself say the words removes much of the anxiety.
Script 1: Requesting the Meeting
Use this in email or Slack to set up the conversation. Keep it brief and professional.
Email version:
Subject: Quick Meeting Request
Hi [Manager’s name],
I’d like to schedule 30 minutes to discuss my compensation. I’ve been thinking about my role, my contributions over the past year, and how I’m positioned in the current market, and I want to make sure we’re aligned.
Would [Day/Time Option 1] or [Day/Time Option 2] work for you?
Thanks, [Your name]
Verbal version (at end of a 1:1):
“I’d like to set up a separate 30-minute conversation to discuss my compensation. Would it be okay if I sent over a couple of times that might work?”
Script 2: Opening the Raise Conversation
Use this as your opening statement once you are in the meeting. Be direct. Do not apologize and do not bury the lead.
“Thanks for making time. I wanted to have a direct conversation about my salary. Over the past [12 months / since my last review], I’ve had a strong year — I’ve [contribution 1], [contribution 2], and [contribution 3]. I’ve also done some research on market rates for my role, and based on what I’m seeing, I’m below the median for my experience level. Based on that, I’d like to ask for a base salary of $[specific number].”
Notes:
- State your specific ask early — do not make your manager guess the number
- Lead with contributions before market data
- Use a specific dollar figure, not a range
Script 3: Presenting Market Research
Use this when you want to walk through your data specifically.
“I looked at salary data from a few sources — LinkedIn Salary, Glassdoor, and [one other source]. For [your job title] in [your metro area] with [X years of experience], the median is between $[low] and $[high]. My current salary of $[current salary] is below that range. That gap is part of why I’m asking for $[target salary] — it would bring me to market rate for my role.”
If your manager questions the data:
“I pulled these numbers in [month/year]. Here are the specific reports if it’s helpful to look at them together. I’m happy to share what I found.”
Script 4: Describing Your Contributions
Customize this with your three best accomplishments. Be specific and quantify where possible.
“In the past year, here’s what I’ve delivered:
First, [specific project or result]. That [impact it had — time saved, revenue generated, problem solved].
Second, [specific project or result]. [Impact].
Third, my scope has grown. [What you are now responsible for that you were not before].
That growth in responsibility, combined with where I’m positioned against the market, is what’s driving this conversation.”
Script 5: Responding to “No Budget Right Now”
One of the most common responses. Do not accept vague reassurance — get specific.
“I understand the budget situation. Can you help me understand what would need to change for this to be possible? Is this a timing issue within the budget cycle, or is there something specific about my role or performance I should be focused on?”
If they give a timeline:
“That makes sense. Can we set a specific date to revisit this — [3 months from now]? I want to make sure I follow up at the right time.”
Follow-up email after the meeting:
“Thanks for our conversation today. My understanding is that we’ll revisit my compensation around [date]. I’ll plan to follow up then. Let me know if anything changes before that. [Your name]”
Script 6: Responding to “You’re at the Top of Your Band”
Salary bands can be adjusted or reclassified. Do not accept the band as a permanent ceiling.
“I appreciate you sharing that. Is there a path to moving into a higher band, or could my role be reclassified to reflect the responsibilities I’ve taken on? I’d like to understand what that would look like.”
If they say the band is fixed:
“Understood. I want to be transparent — I want to grow here, and I want to make sure my compensation eventually reflects my market value. Can we talk about what that path looks like?”
Script 7: Using a Competing Offer
Only use this script if you are genuinely prepared to leave. Never bluff.
“I want to be straightforward with you. I’ve been approached by another company, and they’ve extended an offer at $[amount]. I’ve thought about it carefully, and I would prefer to stay here if we can get to a comparable number. Is that a conversation we can have?”
If they ask for time:
“I respect that you might need to check internally. I do have a decision deadline of [date]. What can you find out by then?”
Notes:
- You must be willing to take the offer if they cannot match it
- Be respectful — this is business, not a confrontation
- Have the offer letter in hand; your employer may ask to see it
Script 8: Responding to “You Got a Raise Last Year”
Acknowledge the prior raise, then redirect to the present data.
“I appreciate that, and I was glad to see that recognized. I want to make sure we stay current with the market as it moves. Based on where I am now and what I’m seeing in the data, I think another adjustment is appropriate. The goal isn’t to discount what happened last year — it’s to make sure we’re aligned on where things are today.”
Script 9: Responding to “Let Me Think About It”
Pin down a specific timeline before the meeting ends.
“Of course, take whatever time you need. When do you think you could have an answer? I just want to make sure I’m not following up at a bad time.”
After the meeting, send a summary email:
“Thanks for the conversation today. To summarize what I shared: I’m asking for a base salary adjustment to $[X], based on [contribution highlights] and market data showing a median of $[Y] for my role. I’m looking forward to hearing from you by [the date they gave]. Let me know if you need anything else from me. [Your name]”
Script 10: Closing When They Say Yes
When you receive a positive answer — accept gracefully and confirm the specifics.
“I really appreciate that. Can you confirm when the new salary would be effective? And will I receive something in writing from HR or payroll?”
Follow-up email:
“Thank you for the conversation and for working to make this happen. I understand the new base salary of $[X] will be effective [date]. I look forward to the confirmation from HR. [Your name]”
Common Mistakes in These Conversations
| Mistake | Better Approach |
|---|---|
| “I need a raise because my rent went up” | “Based on my market research and contributions, I’m asking for $[X]” |
| “I was thinking maybe somewhere around $X to $Y” | State a single specific number |
| Apologizing for asking | You are having a professional conversation — no apology needed |
| Talking too much after stating the ask | Say the number, then pause and let them respond |
| Accepting “we’ll see” without a follow-up date | Always get a specific date or timeline |
| Giving up after one no | Ask what would need to change; set a follow-up date |
Preparation Checklist Before Your Meeting
- Know your current base salary to the dollar
- Know your target salary as a specific number
- Have three specific contributions documented
- Have salary research from at least two sources
- Know when your company’s budget cycle is
- Practiced opening script out loud at least once
- Have a follow-up email drafted
Related: How to Ask for a Raise · When to Ask for a Raise · Raise Timing Strategy
Sources
- U.S. Bureau of Labor Statistics. “Occupational Employment and Wage Statistics, May 2024.” bls.gov/oes
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