From my personal experience hiring people, frequent job switchers are much easier to evaluate and tell me a much clearer story about how they will contribute to

From my personal experience hiring people, frequent job switchers are much easier to evaluate and tell me a much clearer story about how they will contribute to the company. I know they'll likely leave after 2-3 years and knowing this allows me to prepare and organize the team in a way that a departure is not seen as failure but rather as normal evolution. Candidates who stayed +5 years at the same company, even more those who worked under the same manager, typically trigger yellow flags during my hiring process: 1) What is the precise reason for the departure and how am I proposing something better? 2) Has the candidate reached a tipping point, either emotionally or physically (e.g., exhaustion, mental breakdown, etc.) and what is the stage of that crisis? 3) Has the candidate's personal life taken a turn recently? (e.g. newborn, death, difficult marriage, sickness in the family, unbearable debt, etc.)? 4) Did the candidate leave because the employer could not offer the right salary (easiest cases)? 5) Did the candidate leave because there weren't any or acceptable opportunities for evolution (easy to understand, but difficult to solve)? Etc. With frequent job switchers, I don't usually dig too much. I assume that I can easily fire them whenever I'm not satisfied, it goes both ways.