Posted office cash, not a lockstep: Greenberg Traurig in 2026

We have worked the Miami associate market for eight years, for companies and firms in real estate, financial services, healthcare and public finance. Over the trailing three years Sartori’s Miami mandate telemetry records 23 closed associate searches at a 93 percent completion rate, on a typical 6 to 12 week timeline, with a median 12 working days from offer to signature and a 33 percent counter-offer incidence. They are not a Greenberg Traurig payroll file.

Of those 23 closed searches, 14 were years-3-to-6 laterals — the same mid-level band the 2026 Workday ads actually open — and 6 were years 1 to 4; the remaining 3 were years 7 and senior. A first-year Miami corporate class-year posting was not among the open Workday URLs. Junior U.S. hiring visible here is 2-to-4-year litigation and 3-to-5-year lending, plus the Resident Attorney path described on the firm’s own careers page.

The decoder holds the four ranged tops. The table is the rest of the set: four ads with a dollar, four without, each with a bar or admission gate and a date. Austin (9 September 2026), Orlando (19 August 2026) and Dallas (21 August 2026) omit a range in the posting text. The Long Island senior real-estate band, posted 4 September 2026, is $200,000 wide — the shape of a seniority-and-book conversation, not a class year. A general counsel reading that row is not looking at a lockstep. A candidate reading it is not looking at one either.

New York, New Jersey and California now force a dollar range onto the ad. New York Labor Law § 194-b, as explained by the New York State Department of Labor, requires private employers with four or more employees to list compensation ranges on advertised jobs, promotions and transfers. That duty sits behind the New York and Long Island postings. California Labor Code § 432.3, as amended by Stats. 2025, Ch. 468 (SB 642), effective 1 January 2026, requires employers with 15 or more employees to include a good-faith pay scale in any job posting. The California Labor Commissioner interprets the posting duty to reach a role that may ever be filled in California, in person or remotely. Direct effect: the San Francisco senior corporate band. New Jersey S2310, signed 18 November 2024 and effective 1 June 2025, is the statute behind the Florham Park range; the firm’s own 23 October 2025 wage-transparency survey lists New Jersey among U.S. posting states.

Florida has no analogue to § 194-b in the research file. The Orlando senior real-estate advertisement, 6+ years, posted 19 August 2026, carries no dollar. Texas ads in Austin and Dallas omit a range in the posting text. A general counsel hiring through those offices is negotiating without a public floor, which is a different conversation from a New Jersey laterals process that already printed $200,000 to $235,000.

The EU Pay Transparency Directive, adopted 10 May 2023, has a member-state implementation deadline of 7 June 2026, as the firm’s 23 October 2025 advisory sets out: salary range on postings or during hiring, a ban on asking prior pay, and reporting from June 2027 by headcount. London sits outside that Directive. Newly qualified pay remains undisclosed. European offices in Berlin, Munich, Amsterdam, Warsaw and Milan face 2026-2027 posting and reporting build; that is a hiring-process fact, not a 2026 NQ figure.

A general counsel who needs a Florida or Texas laterals file should not wait for the advertisement to print a band. Ask for the expected-pay range in the first scoping call, the way New York already prints it, and put that number in the matter budget before a shortlist moves. A head of legal who is hiring the in-house counterpart to a San Francisco PE associate already has a public $390,000 to $410,000 band to argue from. An Orlando silence is not a discount. It is an unpriced seat.

New York’s exempt-salary floor for executive, administrative and professional employees in New York City, Nassau, Suffolk and Westchester rises to $1,275.00 a week on 1 January 2026, per the firm’s 14 December 2023 alert. Annualized, that is $66,300 — a statutory floor, not an associate scale. Every Greenberg Traurig associate band sits far above it.

Sartori maps roughly 10,000 lawyers in Miami. That file records employer and seniority. It does not record Greenberg Traurig bonus, because no public grid does. Of 94 associates and counsel at Am Law 20 Florida and New York platforms inside the same Miami interview cohort, over a 24-month window, 51 said they do not have a published class-year grid they can take into a counter-offer conversation. That is the uncomfortable number on our side of the table: we can price a posted band and a rate. We cannot see year-end cash this firm has not printed.

Of 23 closed Miami associate searches over three years, five Florida-desk files ran past the 12-week outer mark of our usual timeline. In each of those five, the hiring committee declined to put a dollar on the public posting, and the candidate would not resign without one. That is the slow segment on this desk. Pay-transparency states move faster because the band is already in the room. Copying Florida’s silence into a New York search is how a 6-to-12-week file becomes the one that embarrasses the department.

A 2018 leadership interview, quoted by Above the Law on 11 June 2018, described compensation decisions as individualized, local, and tailored. That is dated philosophy, not a 2026 statute and not a 2026 scale. 2021 legal-press reports of a New York first-year raise and a Miami lockstep are unnamed-source items from that year; they are not 2026 cash and they are not used as such here.

Two composites from the envelope, numbers inside the Miami associate file. An Am Law 20 Florida real-estate group needed a sixth-year transactional associate; Florida Bar by examination only; no public range on the posting; a counter-offer arrived, consistent with this city’s 33 percent incidence; the file closed in 11 weeks, inside the usual 6-to-12-week window only because the hiring shareholder named a number on the second call. A bank general counsel staffing a 3-to-5-year lending associate through an Am Law 20 New York office had a printed band to work from; the conversation was rate, origination experience, and whether the hour would be New York or Charlotte; the file closed in 8 weeks. A third: a large-corporate general counsel with UK nexus needed a 4 PQE investigations lawyer after 1 September 2025; the London advertisement of 28 August 2026 is the public demand surface for that seniority; our comparable file ran 10 weeks, with the delay on whether the parent met the large-organization tests rather than on shortlist quality.

Headcount across 2025-2026 snapshots sits in a 2,850 to 3,200 band: 2,850 attorneys in 49 locations on 4 September 2025; approximately 3,200 attorneys and 2,400 professional staff on the CEO biography; 3,100 lawyers in the 26 February 2026 interview. FY 2023 revenue was more than $2.3 billion, a 6 percent increase, in the 29 February 2024 release. Legal Cheek describes FY 2025 as the 14th consecutive growth year. London trainee intake rising from 8 to 12, reported 7 April 2026, is a 2027 junior-demand signal, not a 2026 NQ disclosure. UK-table average NQ across 100+ firms was £118,756 on 29 September 2025; 18 U.S. London shops sat above £170,000. Those figures are the City perimeter. They are not Greenberg Traurig NQ.