This conversation also occurs time and time again when helping companies with recruiting, as people make decisions based on relative career positioning/earnings and time to liquidity more than I've ever seen in my time in tech.
When dealing with younger cohorts of talent you feel the need to nail the sequencing of a career perfectly. Navigating the various metas of logo-capture, equity capture, title/status capture, and more.
When dealing with the mid-career or the most experienced cohorts you feel the relativity seep through aggressively, perhaps from seeing prior bubbles and having the scar tissue from not maximally extracting value from them as others have, alongside just the normal dynamics of the social comparison effect.
The post-economic cohorts are an entirely different and varied beast, which are in some ways the most fun to deal with, but aren't worth discussing here.
In the former two instances, there are rationalities and irrationalities to the behavior, and they are at least in the short-term meaningfully changing the market structure of how people think about the time horizons they want to optimize for both if you are working at a company as well as if you are running one. Likely in ways that create some short-term optimizations that we all hope compound into long-term ones, and don't instead erode them into some dark existential crisis for a company and perhaps our entire industry.