How stressful is getting a new job? Popular wisdom says that it\u2019s one of the most stressful events of a person\u2019s life, right up there alongside divorce, relocation and a medical event. That may be true, but many who revel in the luxury of today\u2019s technology industry regularly volunteer for it. In many red-hot technology fields like data science, Agile\/Scrum and program management, the demand for talent so dwarfs the supply that employers are elbowing each other out of the way to lure employees with signing bonuses, flexible benefits and instant five-figure raises.\u00a0\nOn top of this imbalance, layer the mobility culture of top metropolitan areas that feature hundreds (if not thousands) of employers within each zip code using every recruiting tool in the book to find tech talent. The on-ramp to your next job is paved with cushy red carpet, a big raise and a helpful recruiter to hold your hand. You start to paint the idyllic picture of the new you in your dream job, even if you\u2019re early in your career. And it works: employees switch jobs with high frequency, and it\u2019s hard to imagine they would keep doing so if the job switch were as painful as a divorce or a medical issue. Millions of tech workers can\u2019t be wrong: the grass is truly greener, right? It\u2019s tempting to believe the next job is going to be the elusive dream job that transforms you into the person you want to become.\nLet\u2019s step back for a minute. This is what we\u2019ve all sought for decades: an environment free of barriers that trap employees in sub-optimal cultures and organizations. For at least a century, the American worker has justifiably lamented the myriad obstacles to seeking a better workplace:\u00a0 retirement plans tied to their company, insurance or doctors available with only one plan, embarrassment at circulating your resume, more embarrassment at having a resume full of short entries, and institutional knowledge that takes years to learn. Until one\u2019s suffering exceeded the overwhelming benefits of inertia, no one would risk hurling themselves into the uncertain abyss of a job search. Even if the grass was greener, hopping all the barbed-wire fences was painful and risky.\nThat\u2019s all changed now, at least in most parts of America\u2019s tech industry.\u00a0 Every one of those fences has melted away, and now that job searching can literally be done from your kitchen table, the cycle is complete: the advantage has shifted from the employer to the employee. We\u2019ve entered the Era of Job Super-Portability.\nThis is not hyperbole: it requires more paperwork and stress to change vehicles than to change jobs.\u00a0 In fact, it\u2019s not uncommon for employees to keep a car (if they own one) longer than they keep their job.\u00a0\nIf this condition is great for technology employees, are there any unintended negative consequences?\u00a0 Let me speak as an employer now. At Excella, we spend substantial resources onboarding and offboarding employees. Since we\u2019ve never laid people off for redundancy or lack of work, our turnover is entirely attributable to voluntary employee departures (or in rare cases, inferior employee performance). Our recruiting team spends significant time building relationships (usually over months) with candidates to demonstrate our transparent culture, rich benefits, and impactful work. Virtually every Excella new hire holds multiple job offers from other employers.\nMost every technology employer engages in the same game, and hiring can feel like one step forward, two steps back. If someone could view the entire system from 50,000 feet, you\u2019d see employees moving back and forth between employers with greater frequency each year.\u00a0 And yes, we\u2019ve had several employees depart and return to Excella years later (which we love).\nDon\u2019t get me wrong: it\u2019s our privilege to compete for the most talented, well-rounded, dedicated human beings in our field, and we love showcasing our culture, our work, and our leadership to potential employees. We also love how the technology job market forces us to invent unique new offerings and benefits for our employees. Most of our creative programs have been forged in the crucible of sharpening our competitive edge for new employees.\nIf there\u2019s a downside, it\u2019s that employees no longer need to tolerate a bad week, a bad deadline or a bad client. The super-portability of today\u2019s technology jobs means there\u2019s a keen temptation to throw in the towel on your current role and trade it in for a clean slate. One phone call (or text message) can net three job offers by dinnertime. Longevity in a technology job is like marriage in Hollywood. Overall, maybe that\u2019s good: there\u2019s no longer a stigma attached to job-hopping, and stories of workers trapped in bad tech jobs are becoming obsolete.\u00a0\nBut what about the work itself? What\u2019s this all for? Elegant, world-changing technology is built by teams of people who care, people who hung in there when the road got bumpy. Amazing things get built when people see a problem at the beginning, invent a beautiful way to deploy technology toward it, and spend the months (or years) crafting a solution that changes lives. And solutions like that always need to evolve, from minimally viable product to robust version one to an intuitive mature solution. If its members remain in place, and don\u2019t depart at the first stiff wind, a team can turn an ambitious dream into reality. And ironically, it\u2019s that impact \u2013 and the associated satisfaction \u2013 that is every technologist\u2019s most intense craving. Paradoxically, a pattern of impulsive job switching jeopardizes the achievement of impactful success, which is the elusive temptation that drives most technologists to seek the next job offer. The wise voice of experience knows that your true dream job is the job you make, not one that makes you.\nBecause of Super-Portability, technology is one industry where the advantage has shifted to the employee. That\u2019s good for everyone. But along with the control that\u2019s now vested with the employee comes the responsibility to recognize when the needs of the project, the team and the world should supersede the employee\u2019s need to alleviate every career\u2019s occasional rough patch of challenging deadlines, conflict and people. We\u2019ve all faced a problem we thought was impossible and laid awake wondering how we could possibly get out of this mess, whether caused by a difficult person, an unattainable technology standard or byzantine business requirements. The satisfaction of working with your colleagues to find a way through it far exceeds the promise of a quick do-over at a new place. It\u2019s also what builds an exceptional career.\u00a0\nSo even though the fences are gone, the grass isn\u2019t always greener.