Why raise talks go wrong
Most raise conversations fail in the first minute: a vague "I was hoping we could talk about my compensation", a long story about rising rent, then silence. The manager says budgets are tight, and the meeting ends with "let's revisit at your review".
US employers paid an average 3.1% merit increase and a 3.4% total increase budget in 2026 (Mercer, 2026; averages include zeros). If you want more than average, you need a better case than average.
How to ask for a raise
- Pick your moment: after a win, after you took on new responsibilities, or before budgets are set.
- Bring a written list of results — with numbers: time saved, revenue, quality, people you trained.
- Know your market rate. PayCall shows what your job pays in your state (BLS) and where your current salary sits.
- Ask for one specific new salary. "Based on my results this year and the market rate for this role, I'm asking for a base salary of $X."
- If the answer is "not now": ask what would need to be true, and agree on a date to revisit — in writing.
What the practice is like
You enter your job, state and current salary. The AI manager opens with "You wanted to talk — what's on your mind?" and then behaves like a real one: asks for proof, says the budget is tight, suggests waiting for the annual review. It has a hidden limit it won't reveal and only moves for good arguments. If you're paid below the market range and say so with data, it can approve a market adjustment.
Your debrief shows your score and the sentence that hurt you most, with better words. With a pass you see how far the manager could have gone and get a script and an email for your real meeting.