If you haven’t already snagged a new job in the first four months of 2017, there’s a pretty good chance you’re looking for one.

I’m not saying this as an optimistic managing director of a technology recruitment firm (though I am both optimistic and the MD of Greythorn)—I’m saying it because that’s what our research shows. Every year, we conduct a nation-wide survey of tech professionals and publish the results, and this year we discovered a full fifty percent of participants said they were “likely” or “very likely” to change jobs in the next 12 months.

I was curious if this was true on the local level as well, so I dug into the data state-by-state. Turns out, Washington tech professionals are definitely on the hunt. Twenty-two percent of local participants said they were “very likely” to find a new gig. Compare that to California, arguably a bigger technology hub with more opportunities—only 16% of respondents from that state said they were “very likely” to make a change.

The number of people interested in leaving their current employers is on the rise year-over-year, too. I checked the last three years’ worth of data, and the number rose by 26% since 2014.

The data doesn’t tell me why some people are so eager to find a new role, but it does give a few clues. The first clue is the contract market. According to survey participants who forego full-time employment, the contracts they’re offered are increasingly for a year or more. Since 2014, those long-term contracts have increased by fifty-four percent. This seems to indicate that leaving a secure job might not be a financial burden for many, as there are contract options to keep finances afloat.

The second clue is one of motivation. One of the top-reported primary reasons for career satisfaction in this year’s survey was job flexibility. The number of tech professionals who call this out as a motivator has increased by thirty-nine percent over the last three years. If an employer isn’t evolving policies to reflect employee priorities like the opportunity to work from home or with a more flexible schedule, it would make sense that some people would be willing to leave to find a more accommodating company.

No matter your reason for wishing to move to greener pastures, we live in a region with plenty of pastures to choose from. Smart leaders who want to retain their best employees won’t wait for them to leave and attempt a counter offer—they’ll try to discover what it takes to keep them, and consider where changes can be made now. Smart job seekers will want to ensure they have assessed their priorities for a new role, and that they’ve done their research about appropriate compensation and benefits packages (ahem—here’s where you can request our 2017 Open Source & Big Data Market Report to get started).

To the fifty percent of you on the job hunt: good luck! And to leaders hoping to hold onto key staff? Stay current on and relevant to your employees’ needs.