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It goes back longer than that. What's confusing is leadership and management continues to believe they hold all the cards. As if there's no demand for the skills their people possess. They often say "We can't find good people" when they should be asking "Why are best people always leaving?" That lack of self-awareness is what drives the turnover rate.

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i love the typical "we are willing to pay this good candidate 30%" more than our current engineers. Even tho he knows nothing".

And then go on to not raise the experiences engineers salaries so that the new guy has the highest salary.

And then they're surprised when the veterans just leave the company.

I was that new guy early in my career. I was shocked to discover the senior who taught me git as making around 30 percent less than me.

It pays to switch jobs. If nothing else each new employer will do their best to justify the decision to offer a significant increase. They know what they have in hand. You just need to be perceived as having more potential than that.

Also keep in mind, pay is often a function of having management potential. If you're getting more for similar work it could be because they see you as having greater long term potential, or have other things to contribute sooner.

There's more to advancing in tech than tech-centric skills.

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