How to get more money in 2025

Do you suffer from Tiara syndrome? This term refers to workers who keep their heads down and provide excellent work, hoping that this will be noticed by higher-ups and that it will lead to a pay increase.

Unfortunately, working hard and achieving great results usually doesn’t solve the problem.

To secure a raise, it generally requires careful negotiation tactics, but the problem is that negotiation advice is always changing, and often contradictory.

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Academic advice

Conventional advice is to never make the first offer, because you’re giving up some power.

But after recent experiences Advice from academics Let’s assume that those who make the first offer, which “establishes” the negotiation favorably for you, get better results. But this is only the case if you have a good sense of bargaining scope.

You can determine your bargaining range by researching market salary data for your role, industry, and location by checking roles at Venturebeat Jobs BoardAnd on sites like Glassdoor, Payscale, and Levels.fyi.

Also consider your employer’s financial situation and internal payroll policies as well. Determine a range with a realistic low, extended high, and ideal midpoint based on your research, and this is your anchor point.

It also depends on who you are facing. Even if you appoint a high anchor — someone you believe has a competitive personality — more experienced negotiators can view it as an opening offer and try to talk you out of it. By naming the price first, you risk losing leverage.

Traditional approach

However, the traditional approach of not naming a person has been tried and tested for many years, and remains the preferred method for many who negotiate professionally on a daily basis.

This can be a funny dance of sorts, and unfortunately, many skilled negotiators enjoy it and are happy to drag out the conversation as long as it takes. Get comfortable in periods of silence, and stay calm.

Instead of naming a specific persona, steer the conversation toward a specific scope. People are often more open to discussing general brackets, and this gives you more flexibility. A simple question, “What type of scope are you considering?” It works well, and once you respond with a range, simply repeat the range again as a question, for example, “So, $120,000 – $150,000?”

This neutral question prompts the other person to clarify or assert their position. They may explain their reasons, adjust scope, or even reveal how flexible they really are. You want them to explain and explain themselves as much as possible.

If the range is lower than you want, try asking what it is based on. Again, keep it open and informal.

If the other person thinks your goals are too high, ask your benchmark research and accomplishments to come in handy. Try a return like “Senior developers at (insert company name) command compensation in the range of $180,000 to $250,000. How do you see my experience aligning with this?

And track any cost savings, scalability improvements, and product improvements you’ve already provided.

Throughout, stay calm, and always return to open-ended questions that explore the reasoning behind their suggestion, for example “Interesting, how did you arrive at that number?”

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The ability to understand and reflect the other party’s point of view means you can uncover key motivations, overcome objections, and create a collaborative atmosphere.

But if all else fails, and there’s no pay raise at your current organization, it may be time to find something new.

According to career planning website Zippa, the average pay increase when changing jobs is 14.8%, and fortunately, there are new jobs updated daily on the site. Venturebeat Jobs Board. You can also upload your CV and be provided with a list of recommended roles, based on your skills and experience.

Are you ready to find your next job in technology? Visit the VentureBeat Job Board today to discover thousands of roles at companies that are actively hiring.

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