Sure. Netflix's Chief Product Officer, Neil Hunt, has provided the 15% statistic directly in interviews. There are a few places you can find him saying this, but the first one I found by searching was this: https://www.linkedin.com/pulse/netflix-redefined-american-co.... Other estimates (typically by employees self-reporting) put it at about 20%. Keep in mind about half of those are involuntary departures. Personally, I think that involuntary departures are a meaningful measure when we're talking about employee retention, but there are reasonable arguments to the contrary. More pertinently, Netflix's culture is somewhat unique among tech companies of its size in that it fires very quickly.
Contributing my own anecdata here: I am familiar with current and past employees at Netflix who have told me personally that plenty of people are fired from Netflix because they don't jive with the culture, not necessarily because they are incompetent. That's not intended to be a remark about Netflix being a toxic company; on the contrary, I think Netflix is pretty self-aware about its "corporate values." But that means that engineers who could succeed at Google, Facebook, etc might not succeed at Netflix because the latter looks for a lot of self-direction and career ambition, not just competence.
Circling back to the point: I've seen some people slice off involuntary termination numbers when discussing attrition at tech companies, but I don't think that's appropriate. Sometimes people leave because they're intellectually or financially unsatisfied, and that would mostly comprise the ~7.5-10% that leave voluntarily. But if the bar for being fired is lower, it's probably useful to incorporate the involuntary departures, because there's an argument many of them would leave voluntarily even if not fired due to a culture mismatch.
Contributing my own anecdata here: I am familiar with current and past employees at Netflix who have told me personally that plenty of people are fired from Netflix because they don't jive with the culture, not necessarily because they are incompetent. That's not intended to be a remark about Netflix being a toxic company; on the contrary, I think Netflix is pretty self-aware about its "corporate values." But that means that engineers who could succeed at Google, Facebook, etc might not succeed at Netflix because the latter looks for a lot of self-direction and career ambition, not just competence.
Circling back to the point: I've seen some people slice off involuntary termination numbers when discussing attrition at tech companies, but I don't think that's appropriate. Sometimes people leave because they're intellectually or financially unsatisfied, and that would mostly comprise the ~7.5-10% that leave voluntarily. But if the bar for being fired is lower, it's probably useful to incorporate the involuntary departures, because there's an argument many of them would leave voluntarily even if not fired due to a culture mismatch.