Big tech, yes, lots, but an extra skill required there is to recognize and actively avoid ambitious managers, who would sacrifice/burn out their own team for self-advancement. Lots of churn in big tech is purely from that. Small tech, I think the capital pressure is much higher, so just getting a steady good deal on labor is not enough, leadership there is constantly optimizing and trying to upgrade the labor value without matching comp (ie, people are expected to always be acquiring more skills, giving internal talks/lectures, mentoring etc, and those who don't, well, they turn out to not be a good culture fit).