Use this page when your responsibilities have increased or a promotion is on the table. The goal is to connect new scope, business impact, and market rate in one clear message.
Generate my promotion raise letter →Tie the raise request to expanded scope, not just tenure.
List the new responsibilities already sitting on your plate.
Anchor the ask against market pay for the promoted role.
A promotion without a proportional raise is just more work for the same money. When your title changes but your compensation does not keep up with your new scope, you are effectively being asked to take on a bigger role at your old rate.
The strongest promotion raise cases do two things at once: they document the expanded scope of the new role, and they show what the market pays for that title. That combination makes it much harder for a manager to separate the recognition from the compensation.
Lead with the new responsibilities that are already on your plate, not with what you hope to do. If you are already doing the job of the promoted title, say so explicitly. That makes the compensation conversation a formality rather than a negotiation.
Add a market rate anchor. Look up what the promoted title pays in your city and industry — Glassdoor, LinkedIn Salary, and industry reports are reasonable sources. Presenting a range tied to your new level is more credible than asking for a specific number without context.
The best moment to raise compensation as part of a promotion is before or during the promotion discussion, not after you have already accepted the new title. Once you say yes to the promotion without negotiating, the leverage disappears.
If the promotion came through without a compensation conversation, it is still reasonable to bring it up within 30 days. Frame it as completing the conversation: you are excited about the new scope and want to make sure the compensation reflects the new level before you are fully into the role.
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