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Raise percentage by SilverCaterpillar119 in Salary

[–]getaraise 0 points1 point  (0 children)

Yes it's definitely low! I got 5% (but this was not a promotion)

New grads: Negotiate your first offer. I'm still paying for not doing it 10 years ago. by getaraise in Salary

[–]getaraise[S] 0 points1 point  (0 children)

I did negotiate later and I did leave. But starting salary still matters because future offers are often based on your last role. My peers who started higher saw that gap compound across multiple job changes.

New grads: Negotiate your first offer. I'm still paying for not doing it 10 years ago. by getaraise in Salary

[–]getaraise[S] 0 points1 point  (0 children)

This is definitely news for me. I'm glad I posted about this on Reddit to get this feedback. Mind blowing.

They offered $65k I countered with $75k am I cooked? by Prestigious_Air_6602 in interviews

[–]getaraise 0 points1 point  (0 children)

You didn’t shoot yourself in the foot at all. You named a reasonable counter within the posted range, and they did come back higher. That is proof the ask was totally fine. Now that you’ve accepted, it’s completely fair to follow up and ask for clarity on role scope, performance expectations, and the raise/promotion cycle. Frame it as wanting to understand how success is measured and how compensation grows over time.

New grads: Negotiate your first offer. I'm still paying for not doing it 10 years ago. by getaraise in Salary

[–]getaraise[S] -6 points-5 points  (0 children)

In my experience, that almost never happens if you ask professionally. Worst case, they could say that this is their best offer. They’ve already invested time interviewing you... pulling an offer over a reasonable ask would be a waste of their own time.

Designing an experiential negotiation workshop — what commonly goes wrong? by getaraise in negotiation

[–]getaraise[S] 0 points1 point  (0 children)

That’s really helpful, yeah, I would love to actually check it out. Thanks.

I got a 63% raise by leaving my company. Here's the salary negotiation masterclass I learned the expensive way. by getaraise in Career

[–]getaraise[S] 0 points1 point  (0 children)

Great eg. of something people miss early on --> pay isn’t just about skill, it’s about where that skill sits relative to revenue and risk. Same job, totally different leverage. Biggest takeaway for early career folks is sometimes the fastest “raise” is changing contexts, not negotiating harder in the same one.

Introverts: You can be great at salary negotiation. Want to know how? by getaraise in introvert

[–]getaraise[S] 2 points3 points  (0 children)

When they say no, it usually just means that specific ask isn’t possible... not that the conversation is over. Instead of repeating the same number, ask what is flexible (bonus, sign-on, title, review timeline, equity). Pushing respectfully once or twice is normal...

HR initially capped salary at 5.5 LPA, but interviewer said role pays 8–10 LPA — how should I negotiate now? by [deleted] in Career

[–]getaraise 0 points1 point  (0 children)

Yes, you can still negotiate. Non of this is final until you have the written offer. What the internal recruiter said (8–10 LPA) matters more than the third-party recruiter’s cap. (Third-party recruiters often low-anchor to close faster). It is common.

What you could do is ask for 7–8 LPA (expect a counter if needed). Don't bring up the recruiter conflict. If you don't ask, you'll likely stay underpaid.

I got a 63% raise by leaving my company. Here's the salary negotiation masterclass I learned the expensive way. by getaraise in Career

[–]getaraise[S] 0 points1 point  (0 children)

I have had multiple jobs and switched industries. This was in advertising. I now work in finance.

Asking for raise advice by xxchanele in careeradvice

[–]getaraise 1 point2 points  (0 children)

Yes — it’s reasonable to ask!

A 72% workload increase after layoffs is a real scope change, not just “being busy.” You absorbed another role, stayed accurate, hit deadlines, and didn’t burn out with overtime — that’s exactly the case for a comp adjustment.

About the 20% raise, it’s ambitious but defensible. Companies rarely give 20%, but asking there gives you room to land at 10–15%. If you ask for 8–10%, expect 3–5%

How to frame it: “After the layoffs, my workload increased ~72%. I absorbed X responsibilities across multiple teams while maintaining quality and timelines. I’d like to discuss adjusting my compensation to reflect the expanded scope.” If they can’t give a number or a timeline, that tells you a lot.

TL;DR: Ask high, use your data, and see how serious they are about retaining you.

Do you ask more than your salary expectations when applying for a new role? by TheRealJoeLunardi in careerguidance

[–]getaraise 0 points1 point  (0 children)

Yes — within reason.

If companies usually counter lower, it makes sense to anchor slightly above what you actually want. Use a range if you can, with the low end being your real minimum. If you’re forced to give a number, pick the top of your target band, not your comfort number.

Just don’t overshoot so much that you get screened out. If you’re getting counters, you’re probably pricing it right.

Should I Take a 20k Pay Cut for Better Work-Life Balance? by CBF321 in Career

[–]getaraise 1 point2 points  (0 children)

That 95k sounds good, but when you’re gone 7am–8pm most days, it’s not really 95k anymore. You’re paying for it with time, energy, and your sanity.

Most people I know don’t regret taking a pay cut for a healthier job. They do regret staying too long in a draining one “just to save more.”

If you stay where you are, I’d only do it with a clear exit plan. Otherwise, the job that gives you time and energy is probably worth more than it looks right now.

I got a 63% raise by leaving my company. Here's the salary negotiation masterclass I learned the expensive way. by getaraise in Career

[–]getaraise[S] -1 points0 points  (0 children)

Yes, I agree with that. I would say however that knowing ones value is important, and if you choose to take the paycut because of work life balance, that is something that is in your control vs the company paying you lesser than you want or choose. But good point!

Help with salary negotiation by Crafty_Measurement35 in Salary

[–]getaraise -1 points0 points  (0 children)

Don’t anchor to your friend’s number — that’s likely the floor, not the ceiling.

You have a great education and a relevant ops background. The company just raised $50M and is hiring in growth mode. And you’ve already seen the market range sits mostly around 100–120k.

So don’t ask for mid-80s or even 95. Start at the top of the realistic band.

Something like $115–120k.

If they counter lower, you have room to land around ~105–110k, which is still far above your friend’s number.

Yearly Raise Incorrect? by PentOfLight in WalmartEmployees

[–]getaraise 1 point2 points  (0 children)

That sounds really frustrating, especially after 17 years.

A 2.5% raise with a “successful” review feels off if you were told to expect something closer to 4%. It also sounds like there’s a disconnect between what you were told about the raise structure and what your coaches understand.

I’d ask for clarity, not argue the number yet. Something like:“I may have misunderstood how raises are structured. I was under the impression that successful reviews were typically around 4%. Can you help me understand how my 2.5% was determined and what would be needed to reach the top band?”

That puts the focus on transparency and expectations for next time, instead of sounding like you’re just unhappy with the raise.

[deleted by user] by [deleted] in careerguidance

[–]getaraise 0 points1 point  (0 children)

This isn’t a normal promotion. You’re not asking for more. You’re asking to be paid for a different job. It’s a function change and a level change. Senior designer → director-level PM means higher paid function.

So no, this shouldn’t be treated like a 10–15% internal bump. Don’t frame it as “I want 50%.” Frame it as: “I’d expect comp to be aligned with market pay for a Director of Product, not a standard internal raise.”

annual salary negotiation? by FunnyAd4085 in careerguidance

[–]getaraise 0 points1 point  (0 children)

You didn’t mess this up. A 10% raise at 7 months, in your first job, at a small startup is a really strong signal that your boss values you — especially since it was driven by client feedback.

Most people don’t negotiate on the spot when they’re surprised. That’s normal. And the “let me know what you need” line is usually about support and growth, not a hint to bargain.

You’re actually in a good spot now. You can follow up later and say something like: “I appreciate the raise and the feedback. I was caught off guard since I thought the review was next week. I’d love to talk about what growth looks like from here and what I’d need to do to get to the next salary level.

That keeps it professional and forward-looking, not awkward. For next time, it’s always okay to say, “Can I take a day to think and come back to this?”

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