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Many folks are under the {incorrect} assumption that you have to acquire an offer from another company to use as leverage at your current employer. While the temptation to interview and look elsewhere is all too enticing, the external offer ultimatum is the fastest way to show your current boss that you’re not in it for the long haul. It plants seeds of distrust and while you might get the short term benefit you desired, the long term damage to your relationship with the organization is almost always not worth the instant gratification.
Look, we all know negotiating a raise isn’t easy. In instances where you love your job, it becomes a downright scary proposition. The fact remains, though, that it is a necessary skill to have in today’s business world. Crafting and honing your internal negotiation skills are incredibly important. They help us:
You’ll want to ensure that the timing is right when you’re ready to knock on your manager’s door. You can’t just waltz into the CEO’s office and expect a 15% bump in salary without a well thought out plan. You want to consider every nook and cranny of your situation, but it boils down to a few key variables:
A combination of good, honest research coupled with a detailed list of your value add to your team/organization are the perfect recipe to obtain the raise you desire and deserve. Make sure you go into the discussion with an idea in your head of where you’ll bend and what is non-negotiable and make your arguments without too much emotion. Keep it simple, as they say. Finally, in this age of ever-increasing video, text and other options, make sure to set aside a meeting with your manager in advance. Make your ask face to face if possible.
With the right forethought and awareness, you can get that raise you deserve without ever having to waste time interviewing at other companies.
If you have any questions or would like to chat, feel free to reach me at jeff@hirewell.com.
🎧 Rethinking HR: Strategy, Growth & the Post-Corporate Shift
We sat down with Malvika Jethmalani—3x CHRO turned founder of Atvis Group—to talk about what great HR really looks like in 2025.
From performance management and manager effectiveness to people-first AI transformations, Malvika shares what companies are getting wrong—and how to fix it.
She also dives into the perks (and real challenges) of leaving corporate life to start her own advisory firm.
Whether you’re leading HR or just partnering closely with it, this one’s packed with practical wisdom.
Episode 12