Raise Negotiation Calculator
Calculate the right raise to ask for with data
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A raise negotiation calculator turns a vague "I think I deserve more" into a defensible, data-backed number. It accounts for years since your last raise, inflation that has quietly eaten your real wage, market rates for your role, the value of your accomplishments, and the cost of replacing you. The output is a target salary, a stretch number, and a floor — the three figures you should walk into the conversation with.
Example Calculation
Current salary: $85,000 Last raise: 24 months ago (3% bump) Inflation since: ~7% cumulative Market rate (your role + region): $98,000 Major wins: led migration, mentored 2 hires Floor (inflation catch-up): $91,000 (+7%) Target (market match): $98,000 (+15%) Stretch (above market): $105,000 (+24%)
Raise Components
Inflation adjustment = Current × cumulative inflation since last raise Market gap = Market rate − Current salary Performance premium = Market rate × (5-15% depending on impact) Target = max(Inflation-adjusted, Market rate) + Performance premium
Why the Anchor Number Matters
Negotiation research consistently shows that whoever names the first number sets the anchor — and the final figure usually lands within 10-20% of that anchor. Walking in without a number means accepting whatever your manager proposes. The calculator gives you three figures so you can open with the stretch, hold the target, and only retreat to the floor if the conversation goes badly. Backing each number with a source (inflation data, salary surveys, your accomplishment list) turns it from a wish into a justified ask.
Frequently Asked Questions
How much can I realistically ask for?
10-20% above current is normal when you're underpaid versus market. 5-7% is normal for an annual cycle when you're already at market.
What if I get a counter below my floor?
Treat that as your signal to start interviewing elsewhere. The floor is your minimum; if the company won't meet it, the market probably will.
Should I bring up an outside offer?
Only if you'd actually take it. Using offers as leverage works once; if you bluff and stay, you've trained your employer to ignore the threat.
Where do I find market rates?
Levels.fyi and Glassdoor for tech, Payscale and Salary.com for general roles, plus discreet conversations with peers in your network.
When is the worst time to ask?
Right after a missed quarter, during layoffs, or in the first 6 months on the job. Aim for after a clear win and ahead of compensation review cycles.