At a previous company, we started by maintaining a wiki page for competitive intel that was the "single point of truth" for the sales team. Mike is correct when he says that at an early stage, CI is everyone's job and the PMM's job to QB the effort. I would suggest that a solid level of competitive intel is necessary in order to truly understand your differentiation and sell effectively. Think about structuring your CI program in terms of structured and unstructured data. Side by side feature comparisons, competitive takeout stories and quotes, and so on need to be codified and hosted somewhere that everyone can access easily. Then you have the more "tribal knowledge" - rumors of something happening at a competitor, fuel for FUD, and so on. Until you are well along in the CI program, it's best to have something like a slack channel but not try to manage that information too closely.
In my opinion, this is the wrong question to be asking. A much better objective would be to aim for a promotion, not a pay raise. Of course, promotions carry pay raises, but the point is that a promotion is more easily understood and communicated. It's easier to ask your boss "what do you think I need to demonstrate to earn a promotion to [title]" than to ask your boss "what do I need to do to get a 15k raise".
The above answer assumes that you are being paid roughly market rates. If you are junior and inexperienced, don't expect to pull the median salary. By definition, half of people make less than that number, and you're rightly in that group. However, if you have some experience and can show a solid track record of delivering for the company, by all means have a conversation about salary adjustment to bring you to median or some amount over that seems right. That's a dispassionate conversation similar to readjusting a product's revenue forecast given the past 6 months of sales. Be direct and ask for what you want. Don't play games by going and getting a counter-offer.