Earlier quoted context omitted.
If I were a senior manager and I heard that coming from you, you'd hit the unemployment turnstile faster than you could blink. You're being paid to determine whether they can do the job well and are a good team fit. If you don't understand that, then you aren't capable of conducting a quality interview, and you shouldn't be in that position at all.
>You're being paid to determine whether they can do the job well and are a good team fit. Yes and their job history and how they changed the companies is very vital part of that. So many people are talking a lot about "quality interview" but lets be brutally honest, for more junior positions 10% of people get to have interview, rest of them is rejected based on CV (story that job history tells) screening or technical…
Keep in mind moving every two years is common in tech especially in companies that don't give four year option plans because you often get a token 1% raise when inflation is hovering around 8%. This means you're roughly 15% behind after two years with compounding. If you're a senior engineer making roughly $200K, that means you're often getting around a $30K raise to move. I think some people have careers that cap out at senior and that's okay. Not everyone makes staff or principal engineer.