Ask for a raise with clarity, not guesswork.

Early-career employees

1–4 years experience, ready to ask for a raise but unsure what’s reasonable inside your company.

Mid-level specialists

ICs and leads who’ve taken more responsibility but haven’t seen salary catch up with impact.

People stuck at the same CTC

One or two review cycles passed with “good work, but no budget” and no clear path forward.

Bridge before switching

Those planning to switch later but want to correct obvious underpayment internally first, if possible.

1. Hike recommendation band

• Recommended hike range (e.g., 15–25%).
• Minimum you should seriously consider.
• Stretch number you can credibly anchor at.

2. Internal pay position

• Where you likely sit vs peers/level bands.
• Signals from your current responsibilities.
• Risk level of staying at the same CTC.

3. Market comparison

• External salary view for similar roles.
• Gap between your current CTC and market.
• What you could target if you switch later.

4. 1-page appraisal script

• How to open the conversation without sounding confrontational.
• How to present your impact and scope calmly.
• How to state your number & band in one sentence.

5. Early appraisal strategy

• How to ask for a review before the official cycle.
• How to set expectations & bring data into the discussion.
• How to document progress for the next review.

6. Mistakes to avoid

• What not to say in the meeting.
• Red flags that weaken your case.
• How not to react if the answer is “no” or “later”.

1. Purchase & context form

You buy HikeMaster, log in to your dashboard and fill a detailed context form — current role, CTC, last hike, achievements, manager relationship, company stage.

2. Role & performance review

We review your responsibilities against your title and level, and may add a short targeted assessment if clarity is needed for your stream.

3. Internal + external benchmarking

Analysts combine your story with market data for similar roles and the typical hike ranges in your context (company size, sector, city).

4. Hike band & script

We set your hike band, write your appraisal script and load everything into your dashboard with a clean, shareable summary you can reuse.

Use HikeMaster when…

• You’re staying in the same company.
• You want a raise / title change in this team.
• You have 1–3 months before or around appraisal.
• You want language for a conversation with your manager.

Use Salary Worthiness when…

• You’re exploring roles in other companies.
• You’re comparing multiple offers or ranges.
• You want a market band for a specific role/city.
• You need scripts for HR / recruiter negotiations.

“Appraisal script” page

• Opening line to set the tone.
• How to summarise your last 12–18 months.
• Exact sentence to state your ask and band.

“Manager objections & replies”

• “Budget is tight this year.”
• “Let’s wait until next cycle.”
• “Others at your level are at similar pay.”
• Polite ways to respond to each.

“Scenarios if the answer is no”

• How to ask for non-salary improvements.
• How to set a review timeline in writing.
• When it’s a clear signal to plan an exit.

Speed add-ons (optional)

• Standard · 48–72 hours — included.
• 24-hour review — paid add-on.
• 4-hour express — premium add-on.

Exact fees and slot availability are shown inside your dashboard when you request a faster review.

Bundle with Worthiness

For people planning both appraisal & switch

Many users start with HikeMaster, then take a Salary Worthiness Report before applying externally. Bundled pricing may be offered inside founder batches or special campaigns.

We don’t control your manager

We can’t guarantee a specific hike. We can only help you present your case clearly and anchor your ask in reality.

Company constraints are real

Sometimes there truly is no budget or room. In those cases, the report becomes a clarity tool to decide whether staying makes sense.

Your story matters

The more honest and detailed you are in the context form, the sharper and more usable your HikeMaster insights will be.