Here's how you can navigate asking for a raise or promotion with your boss professionally.

Na conversa com seu gestor, é fundamental apresentar fatos e dados dos resultados obtidos no período de um ano, se a sua avaliação de performance for anual. E que, preferencialmente, sejam resultados captados além da sua rotina de responsabilidades. Outra boa justificativa para meritocracia é a aderência aos valores da empresa ou soft skills do cargo, bem desenvolvida e demonstrada através das suas atitudes.

Asking for a raise or promotion is like pitching your favorite TV show to a network—come prepared with your best episodes! Start by gathering evidence of your achievements, then schedule a meeting when your boss isn’t juggling flaming swords. Present your case confidently, focusing on how you've leveled up the team, not just yourself. Sprinkle in a dash of enthusiasm, but don’t overdo it—think "confident chef," not "desperate chef." End with a positive note, ready to discuss next steps. Remember, it's about cooking up the right opportunity, not just asking for more pie! 🍰📈

Asking for a raise or promotion can be a big step in your career, so it’s important to be prepared. Start by thinking about the work you’ve done and how you’ve helped the company. It’s also helpful to look up what others in your role are earning. Then, ask your boss for a meeting to talk about your future with the company. Pick a good time, like after you’ve completed a big project or when the company is doing well, to discuss your request.

Eine gute Vorbereitung ist alles, denn man muss mit hoher Wahrscheinlichkeit seinen Wunsch nach mehr Gehalt bzw. einer Beförderung begründen. Legt euch Gründe zurecht, warum ihr gerade jetzt die Verbesserung verdient und überlegt auch, wie eure Gründe von der Führungskraft widerlegt werden könnten. Bereitet Argumente vor und übt sie auch gerne im Rollenspiel <- dies hilft, sie richtig einzusetzen.

With 8 years of hiring experience and a track record of delivering quality hires swiftly, I’ve consistently demonstrated value in my role. My ability to quickly adapt and lead projects, including forming a top-tier team of college freshers and strategically expanding professional networks, has directly contributed to organizational growth. I've also managed significant increases in responsibilities, from conducting interviews to establishing robust support systems and enhancing team performance. These contributions have positioned me as a key player, making it an opportune time to discuss a raise or promotion.

Schedule the meeting and agenda in advance. This is not a coffee break conversation. Time this conversation where the likelihood if the favourable conversation is the highest.

Pick the Right Time Performance Review: If possible, frame your request around the annual review, when it’s better to discuss growth. Good performance : It’s a good idea to ask when the company is doing well and when your department is meeting or exceeding its goals.

Timing can make or break your request—so don’t just barge in. The right time to ask isn’t just when you feel ready, but when the company is in a good place. Look for moments when your contributions are fresh in your boss’s mind—like after a big win or during a performance review. Avoid times of financial strain or when your boss is dealing with pressing issues. If you pick your moment wisely, your request will come off as strategic rather than opportunistic.

The timing of when you approach is crucial. Consider requesting the meeting after a successful project, during performance reviews, or when your boss isn’t under significant stress or dealing with major deadlines.

Timing your request for a raise or promotion is key to maximizing your chances of success. In tech recruitment, consider approaching the conversation after you've played a significant role in filling key positions that were challenging to recruit for, or after successfully onboarding a large volume of candidates during a hiring surge. Another ideal moment could be after contributing to the development or implementation of a new recruitment strategy that has led to measurable improvements in hiring metrics, like reduced time-to-fill or increased offer acceptance rates.

This is no time for modesty—make your value crystal clear. When you sit down with your boss, be ready to articulate exactly how you’ve added value to the company. Cite specific examples where your work has driven results, saved costs, or solved problems. Frame your request around the future—how your continued growth and contributions will benefit the company even more. The clearer you are about your value, the easier it is for your boss to justify giving you that raise or promotion.

Be prepared to present a list of accomplishments, highlighting specific examples of how you've exceeded expectations or contributed to the company's success.

Navigating the conversation for a raise or promotion? Articulating your value is crucial. Start by gathering concrete examples of your achievements and contributions. Highlight specific projects where you’ve gone above and beyond, and how your efforts have positively impacted the team or organization. Quantify your results with metrics or success stories to make a compelling case. Presenting a clear picture of your value not only supports your request but also demonstrates your commitment and effectiveness. How have you showcased your contributions to make a strong case for career advancement?

When you're ready to discuss a raise or promotion, clearly articulate your value as a tech recruiter. Highlight specific achievements, such as filling a critical, hard-to-hire role that had been open for months or implementing a sourcing strategy that reduced time-to-hire by 30%. Explain how these accomplishments have benefited the company, like boosting team productivity or enhancing the employer brand. Frame your request around the value you've added and your ongoing contributions, such as leading diversity hiring initiatives. Be confident and assertive about your impact while remaining professional, making it clear why your request is a logical next step.

Throughout the process maintain your professionalism. Approach the conversation with confidence, but remain calm and composed. Avoid letting emotions drive the discussion, even if the response isn’t what you hoped for.

Approaching the conversation about a raise or promotion with professionalism is crucial. As a tech recruiter, this means respecting your manager's perspective, actively listening to their feedback, and being ready for any outcome. If you don’t get the response you were hoping for, maintain your composure and seek clarity on what factors influenced their decision. Ask specific questions about what you can improve—whether it's increasing your hiring success rate, better aligning with the company’s talent strategy, or taking on more complex roles. This feedback will help you chart a clear path forward and strengthen your case for the future.

Asking for a raise or promotion can be tough, but it’s a chance to advance your career while maintaining strong relationships. To succeed: Know your worth. Research your role’s market value and understand the contributions you bring. Be flexible. If salary isn’t negotiable, consider other benefits like extra vacation, flexible hours, or professional development. Listen and collaborate. Aim for a solution that satisfies both you and your employer. Approach the conversation with confidence and professionalism to achieve the best outcome.

During a discussion about a promotion, it's important to openly highlight your achievements by providing specific examples of projects and results that have benefited the company. This demonstrates that you are a valuable employee. Additionally, don’t hesitate to proactively ask your boss what needs to happen for you to receive a promotion. You might ask, “What skills should I develop or what goals do I need to achieve to deserve this promotion?” Understanding the expectations and key aspects of employee evaluation can help build a positive relationship with your boss and increase your chances of promotion in the future.

When your manager is willing to discuss a raise or promotion, be ready to negotiate thoughtfully. As a tech recruiter, highlight the value you’ve brought, such as filling key roles faster or improving candidate experience. Know your ideal outcome, but also be open to alternative forms of compensation. If a higher salary isn’t possible, consider asking for options like a flexible work schedule, funding for industry certifications, or additional responsibilities that align with your career growth. The goal is to find a mutually beneficial agreement that acknowledges your contributions while meeting the company’s constraints.

After your discussion, follow up professionally. If you received a raise or promotion, express gratitude and enthusiasm, such as, “Thank you for recognizing my efforts. I look forward to enhancing our recruitment processes and improving candidate experience.” If the outcome wasn’t as hoped, request a follow-up meeting to discuss how you can improve, like, “Can we schedule a meeting in a few months to review my progress? I’d appreciate feedback on how to better support our hiring goals, perhaps by adopting new recruitment tools or improving candidate engagement.” This proactive approach shows your commitment to growth and aligns your efforts with company needs.