How to Negotiate Salary for Latinas in Tech After Your Annual Review
I opened my email, heart racing. This was it—my salary increase. I had worked my ass off all year, taken on extra projects and even fixed that one mess our team lead ignored for months.
And then?
A 3% raise.
Girl. Three percent. My rent just went up more than that.
If you just got your salary adjustment and it’s looking real disrespectful, you’re not the only one. April is when a lot of Latinas in tech realize just how undervalued they are. And if you’re thinking, Well, at least I got something, let me stop you right there.
You have two choices:
Take what they give you and stay underpaid
Learn how to negotiate salary like your bank account depends on it (because it does)
This isn’t about being greedy. It’s about getting paid what the market says you’re worth. Let me show you exactly how to flip that weak raise into a real salary jump.
In this guide, I’m giving you the exact 90-day blueprint that took me from $45K to $160K. Because trust me, a weak raise is not the final offer.
Step 1: Fix Your Mindset—You’re Not an Employee, You’re a Business Asset
First mistake I made early in my career? I thought my company paid me based on how hard I worked.
Nope.
Your salary isn’t a reward for being a good worker. It’s a business decision.
They don’t pay you based on effort—they pay you based on perceived value. And right now, if you’re getting a weak raise, it means they don’t see the full impact you bring. That’s where negotiation comes in.
Your job? Show them exactly why keeping you underpaid is a financial mistake on their part.
Step 2: Negotiate Salary by Mapping Your Value (Receipts Over Feelings)
Feelings don’t win negotiations. Data does.
You need hard facts, real numbers, and proof of your impact. I’m talking:
Projects that made money or saved time (Did you automate a process? Cut down inefficiencies? Streamline workflows?)
Metrics that matter to leadership (Revenue impact, cost savings, increased productivity—what numbers are your boss obsessed with?)
Positive feedback and testimonials (If a director praised you, if a client loved your work—document it.)
Example: Instead of saying, “I work really hard,” say:
"I led a system migration that cut processing time by 40%, saving the company $75K annually."
Numbers speak louder than emotions.
Step 3: Learn How to Negotiate Salary When They Say “There’s No Budget”
I once asked my manager for a raise and he hit me with the classic excuse:
"We’d love to give you more, but it’s just not in the budget."
A week later, they hired someone new—at $30K more than me.
Sis, the budget exists. They just didn’t plan on spending it on you.
That’s why market research is key.
Here’s how to find out what your job is really worth:
Skip Glassdoor—it’s outdated. Use Levels.fyi, H1B Salary Database, and network with peers in Latinas in Tech Slack groups.
Check job postings. If a role like yours is listing salaries $25K higher, you know your ask is reasonable.
Talk to recruiters. If they’re reaching out to you with better offers, that’s your real market rate.
Pro Tip: If you’re mentoring new hires and they’re making more than you? That’s your leverage right there.
Step 4: Craft Your Counteroffer—No More “Grateful” Paychecks
I see Latinas in tech make this mistake all the time:
"I’d love to discuss a potential salary increase… if that’s possible?"
No. You’re not asking for permission. You’re stating your worth.
Try this instead:
"Given my contributions and the current market rates for my role, I’d like to discuss adjusting my salary to $X."
Here’s the formula for a strong ask:
Start with your impact: "Over the past year, I’ve led [project], which resulted in [measurable result]."
Show the market rate: "Industry benchmarks for this role range from [$X-$Y], and based on my contributions, I believe my compensation should reflect that."
End with a clear request: "I’d like to discuss aligning my salary to [$Z] to stay competitive with the market."
Step 5: What to Say When They Give You the “We Can’t Do That Right Now” Excuse
Latinas lose over $1 million in lifetime earnings due to the wage gap. That’s not just money—it’s investments, property, retirement security, and generational wealth left on the table. Every year you wait is another year you’re playing catch-up.
They’re going to push back. Expect it. But here’s how you handle common salary negotiation excuses:
"We don’t have the budget."
Response: “I understand budget cycles, which is why I’d like to discuss a phased increase or performance-based salary adjustment.”
"You’re already well-compensated for your level."
Response: “Based on my impact and current market rates, I believe my compensation should be aligned accordingly. How can we make that happen?”
"We can revisit this next year."
Response: “Since my contributions have already delivered value, I’d like to explore adjustments sooner. What steps can we take now?”
You’re not here to play nice. You’re here to get paid. Salary negotiation is where it all begins.
Step 6: Negotiate Salary or Walk Away With 57 Cents
If your company isn’t willing to pay you what you’re worth, someone else will.
Studies show that employees who stay at the same company for more than two years earn 50% less over their lifetime compared to those who job-hop strategically. Meanwhile, companies are handing out bigger salaries to new hires while telling their existing employees to “wait for their turn.”
Here’s what that means for you: if you’re not negotiating, you’re falling behind. And waiting another year isn’t a strategy—it’s a financial setback.
This isn’t about making an emotional decision; it’s about playing the game strategically. If your company refuses to pay you fairly, your next move is clear.
Here’s Your 90-Day Salary Negotiation Plan To Level Up Fast:
Negotiate your raise using this strategy (Weeks 1-2).
If they stall, start applying elsewhere (Weeks 3-6).
Secure external offers and use them as leverage (Weeks 7-8).
Walk away with a $30K-$50K increase—either at your current job or a new one (Weeks 9-12).
Companies suddenly “find the budget” when they realize you’re ready to leave.
FAQs: How to Negotiate Salary Increase
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The best time to negotiate salary is right after your annual performance review when your contributions are fresh in your employer’s mind. If you're switching jobs, always negotiate after receiving an offer but before signing the contract.
Pro Tip: If your company says raises are only given at certain times, negotiate for a promotion track, bonuses, or additional perks instead.
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Research your market rate using Levels.fyi, H1B Salary Database, LinkedIn Salary Insights, and conversations with peers. Never base your ask on what you're currently earning—base it on what the market is actually paying.
If you’re mentoring new hires and they’re making more than you, that’s your number. If recruiters are offering you more elsewhere, that’s your number.
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Use this simple but powerful salary negotiation script:
"Based on my contributions this past year—including [specific impact]—and market rates for my role, I’d like to discuss adjusting my salary to [$X]. When can we talk about how to make that happen?"
This keeps the conversation data-driven, confident, and solution-focused.
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Aim 15-25 percent higher than your target number so there’s room to negotiate.
Example: If your goal is $120,000, ask for $135,000-$140,000 to leave room for adjustments.
Never lowball yourself. Employers almost always counteroffer, so start higher.
Final Thoughts
At 57 cents to the dollar, the Latina pay gap isn’t just about this raise—it’s about the wealth you’re leaving on the table.
Your company isn’t going to wake up one day and randomly decide to pay you what you deserve. You have to make them.
This doesn’t have to be your reality. In my 90-day salary negotiation coaching, I teach Latinas in tech exactly how to command six figures—without waiting years to “prove themselves.”
Ready to close your pay gap?
Join my 90-day negotiation playbook now and make this the last time you settle for a weak raise.