This paper examines job mobility and wage growth among young men using longitudinal data from the Longitudinal Employee-Employer Data (LEED). The study tracks the careers of approximately 10,000 young men over 15 years, focusing on job changes and wage evolution. It finds that young workers initially have weak labor force attachment and high job turnover, but their careers stabilize over time with increased job durability. By the first 10 years, a typical young worker changes employers seven times, accounting for two-thirds of their total jobs. Wage growth plays a key role in this transition, with wage gains at job changes contributing at least a third of early-career wage growth. The study also finds that wages within jobs evolve like a random walk, with current wage and experience being sufficient statistics for future wage predictions. The paper explores the relationship between job mobility and wage growth, finding that wage gains at job changes are a major factor in job changing decisions. It also highlights the importance of job-specific wage in determining mobility, with higher wages reducing the probability of job changes. The study concludes that while job changing may appear haphazard, it is a critical phase in workers' transition to stable employment relations. The paper also discusses the role of job-specific human capital and information about job quality in influencing mobility decisions. It finds that job-specific wage is a key determinant of mobility, with higher wages leading to lower job turnover. The study also notes that the evolution of wages within jobs is a key factor in influencing mobility decisions, with higher wage growth leading to more stable jobs. The paper concludes that the process of job changing among young workers is a critical phase in their career development, despite its apparent randomness.This paper examines job mobility and wage growth among young men using longitudinal data from the Longitudinal Employee-Employer Data (LEED). The study tracks the careers of approximately 10,000 young men over 15 years, focusing on job changes and wage evolution. It finds that young workers initially have weak labor force attachment and high job turnover, but their careers stabilize over time with increased job durability. By the first 10 years, a typical young worker changes employers seven times, accounting for two-thirds of their total jobs. Wage growth plays a key role in this transition, with wage gains at job changes contributing at least a third of early-career wage growth. The study also finds that wages within jobs evolve like a random walk, with current wage and experience being sufficient statistics for future wage predictions. The paper explores the relationship between job mobility and wage growth, finding that wage gains at job changes are a major factor in job changing decisions. It also highlights the importance of job-specific wage in determining mobility, with higher wages reducing the probability of job changes. The study concludes that while job changing may appear haphazard, it is a critical phase in workers' transition to stable employment relations. The paper also discusses the role of job-specific human capital and information about job quality in influencing mobility decisions. It finds that job-specific wage is a key determinant of mobility, with higher wages leading to lower job turnover. The study also notes that the evolution of wages within jobs is a key factor in influencing mobility decisions, with higher wage growth leading to more stable jobs. The paper concludes that the process of job changing among young workers is a critical phase in their career development, despite its apparent randomness.