Single digit percentages, especially if it is comprised of senior engineers trained in the complex firefighting it takes to keep the company’s inevitable shitty tech debt ball of mud working, is extremely high.
“Is our turnover similar to peer companies” is a categorically wrong question to be asking. “Could I save more money by paying better compensation and realizing less turnover” is the only rational question to ask - yet business people who are great at pursuing rationally optimal outcomes in their business offerings to customers often fail tragically to apply similar simple cost/benefit economics to their treatment of employees, and either leave money on the table they could otherwise have had, or more often create conditions for completely failed business units, failed products and ultimately failed companies.
