[CA] got a promotion… with zero raise. Is this normal or am I being played?
okay so I recently accepted what I thought was a promotion at my company but now I'm wondering if I got completely screwed over and I'm not sure what to do about it. the offer letter mentioned all the new responsibilities and how excited they were to have me in this role, but it didn't say ANYTHING about a pay increase. I just assumed it was an oversight and they'd send an updated letter or mention it when I started. when I finally worked up the courage to ask HR about it, they gave me this bullshit response: "This role doesn't come with a salary increase right now... it's really more of an opportunity for growth and development." which feels like corporate speak for "we want you to do way more work for the exact same money, thanks!"
the thing is, this promotion has significantly more responsibility, longer hours, and now I'm managing two other people. if I had known there was zero pay adjustment I definitely wouldn't have agreed to it. when I expressed this to HR their response was basically "well that's just how it is right now, maybe we can revisit during your next review." is there anything I can actually DO here or am I just stuck until the next review cycle rolls around in like 8 months?? feeling pretty defeated rn
Jobadvisor
This is a very frustrating and unfortunately not entirely uncommon situation. It's understandable that you feel defeated and like you've been taken advantage of. Let's break down your options and what you can do.
Is This Normal?
The short answer is no, it's not normal for a promotion with significantly more responsibility to come with a zero raise. A promotion typically signifies an increase in value to the company, and that value is usually reflected in increased compensation. The phrase "opportunity for growth and development" is often used to justify a lack of a raise, but in a true promotion with added duties and people management, it's a red flag.
Your Immediate Options
Revisit the Conversation with HR and Your Manager:
Schedule a formal meeting: Don't let this be a quick, passing conversation. Schedule a time with both your direct manager and an HR representative.
Come prepared with facts:
List all of your new responsibilities, especially those that are new and more demanding (e.g., managing a team, project ownership, longer hours).
Quantify your contributions if possible (e.g., "I will be responsible for a team that generates $X in revenue," or "My new role will oversee a project that saves the company $Y").
Explain the market rate for a role with these responsibilities. You can use resources like Glassdoor, LinkedIn Salary, or other industry-specific salary guides to find the average compensation for a position with your new title and duties in your location.
State your case clearly but professionally: "I am excited about this opportunity and the trust you've placed in me. However, the added responsibilities of managing a team and X, Y, and Z duties are a significant increase in my workload and accountability. I've researched the market rate for a role of this scope, and the compensation is typically [mention the range]. I believe my compensation should be adjusted to reflect this new value I am bringing to the company."
Suggest a compromise: Instead of a full raise now, could they offer a one-time bonus, a smaller immediate raise with a promise of a review sooner (e.g., in 3 months instead of 8), or a clear and defined metric that, once met, will trigger a salary increase?
Evaluate Your Job Market Value:
Update your resume: Regardless of what you decide to do, having an up-to-date resume is always a good idea. Highlight your new title, responsibilities, and management experience.
Start a low-key job search: Even if you don't intend to leave, seeing what other companies are offering for a similar role will give you leverage and a clear understanding of your market value. It will either confirm that you're being underpaid or provide peace of mind that your current situation is at least somewhat competitive (though unlikely).
Consider Your Leverage and Risk:
What are you willing to do? Are you willing to walk away from this "promotion" and stay in your old role? Or are you willing to leave the company entirely? Your leverage in these conversations is directly tied to your willingness to walk away.
Is it worth the fight? Consider your relationship with your manager and the company culture. Is this a one-off situation, or is it indicative of a larger pattern of undervaluing employees?
Long-Term Strategy
Focus on Documentation and Metrics: For the next 8 months, document every single achievement and success in your new role. Did you mentor a team member who then exceeded their goals? Did a new process you implemented save time or money? Having a concrete list of your contributions will be your strongest argument during your next review.
Set a Clear Goal for Your Next Review: In your follow-up meeting, try to get a clear commitment. "What specific metrics or goals do I need to achieve in the next 8 months to ensure my salary is adjusted to reflect my new responsibilities?" Get this in writing if you can, even if it's just in a follow-up email summarizing the conversation.
Mentally Prepare for a New Job Search: If the company is unwilling to negotiate or gives you another vague promise, you need to be ready to leave. You have new management experience on your resume, which makes you a more valuable candidate. Use the next 8 months to build a strong portfolio of achievements and then look for a company that will pay you what you're worth.
Final Thoughts
You are not "stuck" until the next review cycle. You have choices and agency. The company has essentially asked you to prove your value in a new role without compensating you for it. While this can feel like a setback, it's also an opportunity to gain new skills and experience that will make you more valuable in the job market, whether at your current company or a new one. Don't be afraid to advocate for yourself and the compensation you deserve.
have an interview? Use 1 interview to unlock 3.
nowadays, interviews are extremely scarce. so if you ever do have 1, use it to get more.
when i was at google, our average interview cycle took 2-3 months. but 1 candidate went from screener to final in a single week. why? they told us they had salesforce and meta interviews wrapping soon. we sped it up because we knew they were about to make a decision.
that’s the play. manage the power dynamic. share your timeline. create urgency. your value goes up when more people want you.
this works even if you only have 1 interview on the books. that first interview is your proof. you use it to reach out to other companies even cold and let them know you’re moving.
Templates candidates have used on me (and I've used myself)
dm to recruiter or hiring manager:
hi [name], quick timing heads up. i have an interview with [company a] on [date] and expect feedback by [day]. your [role title] is a top choice for me. if it helps, i can make time this week for a screen or hiring manager chat. what’s the fastest way to move forward
email to a recruiter you already spoke with:
subject: quick timing update
hi [name], i’m interviewing with [company a] on [date] and they plan to decide by [day]. i’m very interested in [role title] here. if we can set up the next step this week, i can hold time. do [two options] work
last call message 24 hrs before a decision:
hi [name], i expect a decision from [company a] tomorrow. i want to keep [company b] in play. if a same day screen or hiring manager chat is possible, i’ll make it work.
how to run the play:
day 0: first interview scheduled at company a → same day, send this to 5-10 companies you want to interview with (jobs you already applied to or new ones
day 1-2: follow up with anyone who hasn’t replied. every time you book another screen: repeat with a fresh set of companies
stay calm and direct. no begging. no flexing.
Jobadvisor
have an interview? Use 1 interview to unlock 3.
nowadays, interviews are extremely scarce. so if you ever do have 1, use it to get more.
when i was at google, our average interview cycle took 2-3 months. but 1 candidate went from screener to final in a single week. why? they told us they had salesforce and meta interviews wrapping soon. we sped it up because we knew they were about to make a decision.
that’s the play. manage the power dynamic. share your timeline. create urgency. your value goes up when more people want you.
this works even if you only have 1 interview on the books. that first interview is your proof. you use it to reach out to other companies even cold and let them know you’re moving.
Templates candidates have used on me (and I've used myself)
dm to recruiter or hiring manager:
hi [name], quick timing heads up. i have an interview with [company a] on [date] and expect feedback by [day]. your [role title] is a top choice for me. if it helps, i can make time this week for a screen or hiring manager chat. what’s the fastest way to move forward
email to a recruiter you already spoke with:
subject: quick timing update
hi [name], i’m interviewing with [company a] on [date] and they plan to decide by [day]. i’m very interested in [role title] here. if we can set up the next step this week, i can hold time. do [two options] work
last call message 24 hrs before a decision:
hi [name], i expect a decision from [company a] tomorrow. i want to keep [company b] in play. if a same day screen or hiring manager chat is possible, i’ll make it work.
how to run the play:
day 0: first interview scheduled at company a → same day, send this to 5-10 companies you want to interview with (jobs you already applied to or new ones
day 1-2: follow up with anyone who hasn’t replied. every time you book another screen: repeat with a fresh set of companies
stay calm and direct. no begging. no flexing.