At 33 you're Gen X.

What's gonna happen after Gen Z? Will counting wrap as in a spreadsheet?

Gen [, maybe? Not that catchy, though.

There are other alphabets that continue, like Norwegian (Generation Æ). This gives us three additional generations to find an alternative (Generation Æ, Ø and Å). Chinese will probably replace English as a global language anyway by the time Generation Å is born.

Gen AA

As someone who is hiring right now, I would look suspiciously at anyone who changed jobs every 12 - 24 months; it doesn't mean that I wouldn't interview you or hire you, but it means that I'm going to be digging pretty hard to understand why you've moved around so much.

There's a lot of good reasons for people moving around, but I have to make absolutely certain that it's not a personality flaw that is in the candidate.

Note that if you've spent time as a contractor and have indicated that you're working on 12 - 24 month contracts, that's entirely different. Moving on wasn't completely your choice.

The unfortunate truth for tech people is that moving jobs is the most effective way to get a promotion. If you're hiring for a company that will quickly and effectively "promote" people who perform well, I wouldn't think you'd have any problems.

If employees are going to outgrow their positions with you, though, and don't have a position to grow into, then you should dig. :)

>Moving on wasn't completely your choice.

I'd think that a personality "flaw" isn't completely someone's choice, either.

Of course, digging hard also reveals a potential "personality" flaw on the part of the hiring company. As mrkurt suggests, if you're having trouble with retention, examine and improve yourself first.

Personality flaws aside, would you choose to hire someone if you knew they were going to move on in 12-24 months or is it an automatic no?