Notice the article starts by talking about the mythical "superstar" instead of the more common "sub-performer" or "redundancy". Employee turnover FUD is all over, when existing dysfunction is ignored. I interview and hire in 3 days. I run through tens (if not hundreds) of interviews and the commensurately large resume pool. 1-2 hours every day, is barely a chore for the ability to hire someone smart and interesting to work with day to day who has the skillset we need. Employee turnover is expensive in tech, but not replacing specialized workers that are no longer useful, is worse for both sides.