What would you consider a healthy "churn rate" in your CV?

Before you know, it starts negatively impacting the next job hiring decision because they might consider you a job hopper.

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Nobody really cares as long as you have the right names on there. Hop between FAANG and people may assume you are so hot that everybody wants you. Hop between some no name small firms in St. Louis and people may assume something different. Perception is reality. Optics is everything.

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2-3 years before director, 3-5 after

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1-2 years is fine before you make it to a senior level in management. The closer you get the longer you could probably stay.

Let me reverse the Q: what attrition rate at the firm/team would start negatively impact hiring? Would you accept a job that aligns with your goals, career growth, great WLB, pay, benefits etc.. but has very high attrition rate?

Take a look into how UBS Healthcare IB moved over to Jefferies

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