In a flat org, don't ask for a "promotion," ask to align scope and compensation with impact. Go in with a one-pager of simple numbers and outcomes: the projects you led and what they delivered (e.g., 3 launches that brought in an estimated $120k, or cut churn by 2%), the hours you freed up (took over X process saving ~10 hours a week), and the training impact (onboarded 2 hires, reduced ramp from 6 weeks to 3). Put a before/after next to each item so the benefit is obvious, and include any manager-like work you're already doing, like coordinating timelines or quality checks. Then say, "I'd like to talk about my scope and how to reflect it in title and pay so it matches the value I'm providing."
Offer flexible options so it's easy to say yes. For title, propose something that fits a flat org without creating hierarchy, like Senior [Role] or [Function] Lead, or even Acting Lead for the next 6 months. For pay, give a clear target grounded in market or impact, for example, "Given the added responsibilities, I'm looking for a 7–10% adjustment," and then present alternatives if budgets are tight: a smaller increase now with a dated review, a one-time bonus, equity grant, or a professional development budget and 2 extra PTO days, tied to the same milestones. Ask what specific results would unlock the full adjustment, write them down, and agree on a review date in 90 days. Close with, "I'm committed to the team and want to keep taking this work on; help me make sure the role, title, and compensation reflect it," then follow up with an email summarizing the numbers, agreed milestones, and the review date so it stays positive and concrete.
