Process published — nice work
What you do next determines whether this becomes real training. Pick one:
Your Progress
0 of 5 steps completedStep-by-Step Instructions
1 Step 1: Document accomplishments (6-12 months)
Step 1: Document accomplishments (6-12 months)
List specific wins with numbers. Projects shipped, revenue impact, cost saved. The list is your evidence.
Brag doc: running list of wins all year
Track monthly. Don't reconstruct at review time.
Quantify every accomplishment
Numbers, percentages, dollar amounts. 'Shipped X' becomes 'Shipped X that drove $Y revenue.'
2 Step 2: Research market rate
Step 2: Research market rate
Same as salary negotiation. Levels.fyi, Glassdoor, network. Compare to your current.
Network connections in same role
Direct conversation gives best data.
3 Step 3: Schedule a focused meeting (not in passing)
Step 3: Schedule a focused meeting (not in passing)
Don't ambush your boss after standup. Request 30 minutes specifically for compensation review.
Email subject: 'Compensation discussion - 30 min'
Sets expectation. Your boss prepares.
Timing: after a big win, before review cycles
Bonus already budgeted = bad timing. Before next cycle = best.
4 Step 4: Make a specific ask
Step 4: Make a specific ask
Not 'I'd like a raise.' Specific dollar amount or percent. 'I'd like to move from $X to $Y based on my contributions and market rate.'
Specific number with justification
'$Y' + 'because of accomplishments + market rate.'
Aim 10-20% above current
Counter-offer range. Negotiate from there.
5 Step 5: If no: ask what would change a yes
Step 5: If no: ask what would change a yes
Get specific feedback. 'What would you need to see for this raise to happen?' Sets up the future conversation.
Ask for specific path to yes
Goals + timeline. Hold them to it.
Get the no in writing (informal)
Email recap of conversation. 'Confirming we discussed X path to Y outcome.'
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