Kinda depends on what you do and where you do it. Unfortunately, most middle management in most companies stopped caring, hide behind processes and would like

Kinda depends on what you do and where you do it. Unfortunately, most middle management in most companies stopped caring, hide behind processes and would like to treat employees as commodity. And most upper management are either powerless or uninformed and in most cases both. And both would prefer to use any budget increase to hire new employees rather than compensate the ones they already have. As to software engineers, over the years of interviewing (but also changing jobs myself) I changed my attitude. My new thinking is that if the company does not value staying loyal when their engineers are quickly getting experience and increasing their value on the job market, when changing job is the only option to get your salary corrected to reflect your market realities, then I cannot fault the person for changing jobs rapidly. So rather than penalise people for being disloyal, I am asking probing questions, dig a bit into their explanations, the types of projects they were working on, and see if their progression and explanations check out.