This is mostly from the perspective of software companies, but I've noticed it applying more and more to non-software companies. (Notice I didn't say "tech" companies, because that's a meaningless term).
The only limit you'll experience from job hopping is that you'll essentially be stuck in an individual contributor (IC) role if you don't stay in anyone place past 2 years, although even that isn't always true. BTW, IC here means any type of role where you're mostly limited to project work and not strategy work (team leadership, technical leadership etc.) Generally the split is senior/staff vs principal type levels, or manager type levels.
The reason this is the case is because to have org-wide impact and get promoted you usually need a few years, have seen through a few big projects, and have built a reputation at one place. This is especially true of large organizations, maybe less so of smaller sub 500 person companies.
But if you want to hop every 2-3 years, especially in software, go for it, especially if you have no ambition for leadership or feel that you're stagnating where you are. You'll keep your IC level salary at market rate which is always going to be much higher than whatever your company is paying you.
Granted, there will be some managers who don't want to hire you because you're a "job hopper" but in my experience, these managers are not good managers and not people you want to work with.
I'd say the minimum at one place is essentially 2 years, although the conceptual minimum is seeing through work at your level end-to-end (e.g. finishing a big project). The reason I'd stick to 2 years though is because most people don't believe that anything can be achieved in less than 2 years.
Note, this advice likely doesn't apply in a bad job market. The reason that's the case is because bad job markets actually tend to allow people who are entirely unqualified to become hiring managers at their companies at a much higher rate than good job markets. That's usually the case because when companies start cutting costs they might fire a bunch of people, including middle management, and assign the responsibilities to cheaper people. There's a reason those people are cheaper.
Anyway, these people then become hiring managers and many of them hold the "job hopper" stigma. Again, bad managers.