One perspective is that the exchange permanently hamstrings the company. You spent let's say 3 years on average, training those engineers to be the best people in the world at solving Stripe's problems, but now they're gone with (unless you're gonna do double payroll for a while) only an arms-length handoff to the new staff. That's 300 person-years of training, gone forever. Arguably even worse, it propagates upwards; there will be some number of valuable, important projects which can no longer get done because the needed expertise was lost.
Well, one option is to keep key people who don’t want to move remote and then through turnover replace them with new talent just as if the company had stayed. It’s not like key engs stay forever.
