For many young lawyers who were on the receiving end of the recent spate of salary increases, the move may have seemed like the least that firms could do. This board has written previously on the promises made—and largely not kept—by firms that pledged to watch out for young attorneys’ mental health, help them balance the grueling demands of parenting while lawyering, and help them maintain some semblance of boundaries between one’s work and home life. Now, after almost 18 long months, young attorneys are being called back to the office (notwithstanding uncertainty about whether schools will be open). They’re being asked to be good “firm citizens,” pick up their old commutes (notwithstanding new public health threats), and, of course, keep on billing. In the absence of other meaningful efforts to address the impact of the pandemic, more money may seem to be a benefit that everyone can agree communicates some appreciation.

But what if your firm didn’t match? Should you jump in the mix in the white-hot lateral market? If your firm did match, is that necessarily a good thing? Should you try to stay, even if you’re burned out and drowning in work? Whether you are a law student, summer associate or an associate moving up the ranks or considering a lateral move, learning whether your firm matched is often only part of the picture of its financial and cultural health. This editorial attempts to provide some perspective to help young lawyers contextualize their firm’s role in the salary wars.