SO I think there are a few things I'd point out there.

- as you grow in seniority, the expectation is that you'll stick around longer because you're hired to take on larger tasks. The 50% number arbitrarily enforces that rate of transition by making it such that there are fewer and fewer roles you might take.

- if all things are equal, you're happy where you are, then just stay at the position you're in. If the pay is the same but they're in the tech stack you really want to work on, adjust your dials. I certainly have a couple of technologies or industries I would not only accept a lateral move for, I'd accept a mild discount. Isn't it nice to have the freedom and power to make a conscious decision about that rather than operating at the whims of you company's 5% per year cost-of-living-adjustment plan?

- "part two" in this series will be about digging deep into how you target higher comp. How high does comp go? How to target higher paying roles. (actually there are a few more parts I'm considering so that might not actually be part 2, but a future part)

Sorry - I've go so much to say here, but I don't want to run out of space. thanks for the question! Maybe this is a standalone article.