If hiring and churn were huge issues for most companies, they would actively combat it. Instead, they've all mostly settled into the practice you see. Engineers typically do a 1-2 year tour of duty, vest, then bounce onto greener pastures. Steady state flux. In some senses, new talent also bring in new ideas and combat skeptical dispositions and organizational ossification.

Engineering salaries are without a doubt one of the biggest expenses for organizations to deal with. Companies love that they can now hire remotely and pay adjusted cost of living. They'll hire as many workers in middle America as they can, and once enough of the workforce is concentrated outside of expensive cities, you'll see them stop hiring in SF and NY entirely.

But it won't stop there. Startup capital is already beginning to shift to new opportunities in burgeoning emerging markets. Employment will eventually head there too, whether it's chasing after the new capital or simply finding more talent at better market prices. Covid and WFH opened up a world of possibility for talent sourcing and cost reduction. America doesn't have a monopoly on good engineers, just the expensive ones.

I wouldn't be surprised that if in ten years, our salaries begin to dip below six figures. Inflation adjustments notwithstanding.

Make your money now while the iron is still hot.