> I’m not saying you should stay with any given job. There are bad roles and bad bosses and everything in between. And skill diversification is important. But e

> I’m not saying you should stay with any given job. There are bad roles and bad bosses and everything in between. And skill diversification is important. But every job has problems. If you’re leaving because you’re chasing novelty or avoiding tackling your company’s challenges, you’ll start over in the cycle. People aren't chasing novelty, they're chasing money. Of course an "engineering leader" focused on "hyper-growth" wants you to stick around. If you leave, that's a sunken cost, and now the company has to hire someone new, train someone new, and not promote someone new. Case in point: if you want people to stick around, you need to make it worth their time. Engineers leave because it's incredibly well-documented that job-hopping every ~2 years yields a pay raise that's materially higher (25-35%) than the average pay raise your typical high-performer earns (~5% or less yearly). This goes hand-in-hand with typical gestapo-like practices in our industry that try to artificially prevent this kind of mobility to begin with: why is discussing salaries/bonuses so taboo? Why are interviews so difficult? Why are hiring practices so opaque? > Leave enough places for these reasons and you’ll find you’ve seriously limited your opportunities and earnings over time. The data quite literally shows the opposite.