I’m thrilled to sit down with Marco Gaietti, a veteran in management consulting with decades of experience in business management. Marco’s expertise in strategic management, operations, and customer relations has positioned him as a thought leader in how organizations can evolve to meet the demands of the future of work. Today, we’ll dive into the transformative potential of internal talent marketplaces (ITMs), exploring how technology is reshaping talent mobility, breaking down barriers for underrepresented groups, and driving organizational agility in a rapidly changing business landscape.
Can you explain what an internal talent marketplace is and how it stands apart from traditional approaches to talent mobility within a company?
An internal talent marketplace, or ITM, is a technology-driven platform that connects employees with opportunities—whether projects, roles, or learning experiences—within their organization based on their skills and interests. Unlike traditional talent mobility, which often meant a permanent move to a new job or department, ITMs offer a more dynamic and flexible approach. They allow employees to take on short-term projects or gigs outside their regular duties without leaving their current role. This shift moves away from rigid hierarchies and career paths, enabling a more fluid way of matching talent to organizational needs.
Why do you believe internal talent mobility has become such a critical focus for organizations in today’s environment?
Internal talent mobility is vital because it addresses several pressing challenges organizations face today, like skill shortages, employee disengagement, and high turnover. When companies prioritize mobility, they create pathways for growth and learning, which significantly boosts engagement. Research shows that employees at companies with strong internal mobility stay around 60% longer and are over three times more likely to feel engaged in their work. Beyond retention, it’s also about agility—being able to quickly redeploy talent to where it’s needed most, especially as business demands shift rapidly. It’s a win-win for both the employee and the organization.
How do internal talent marketplaces specifically help underrepresented groups, such as women, in accessing career opportunities?
ITMs can be powerful equalizers. For instance, studies indicate that women often face greater challenges in seeing career opportunities within their companies, with many reporting a lack of visibility. However, when ITMs are in place, women are more likely to engage with these platforms to build skills and expand their networks. The transparency and accessibility of ITMs help dismantle barriers by democratizing opportunities, ensuring that talent—regardless of background or gender—is matched to projects or roles based on capability, not just visibility or traditional networking.
What are some of the major hurdles HR leaders encounter when rolling out an internal talent marketplace?
One of the biggest hurdles is resistance from managers, often due to a mindset of talent hoarding. Many managers fear losing their best people to other parts of the organization, even temporarily. There’s also a cultural challenge—some companies have deeply ingrained norms around job changes or siloed work, which can clash with the fluid nature of an ITM. HR leaders need to tackle these issues head-on by fostering a culture of talent sharing and demonstrating how mobility benefits the entire organization, not just individual teams.
Can you walk us through the key steps HR should take to manage the change process when introducing an ITM?
Managing change is critical because implementing an ITM isn’t just about deploying technology—it’s a complete shift in talent strategy. First, HR needs to build a compelling business case, highlighting benefits like improved retention, cost savings, and organizational agility. Getting senior leadership buy-in is essential. Then, it’s about assessing readiness—understanding the cultural and structural barriers within the organization and creating a tailored change management plan. Piloting the platform in a specific department, gathering feedback, and iterating before a full rollout also helps smooth the transition.
How does AI play a role in making internal talent marketplaces effective, particularly in uncovering hidden skills?
AI is the engine behind ITMs, enabling them to identify and match skills to opportunities with incredible precision. It analyzes data from employee profiles, past projects, and even self-reported skills to uncover capabilities that might otherwise go unnoticed—think of a marketing specialist with untapped data analysis skills. By surfacing these hidden talents, AI helps form project teams quickly and efficiently, ensuring the right people are in the right place at the right time, which can significantly enhance outcomes and drive cross-departmental collaboration.
What kind of policy or process changes do companies need to make to fully support the adoption of an ITM?
Companies need to rethink their talent operating model to align with the employee-centric nature of ITMs. This means establishing policies that prioritize internal searches for talent before looking externally, both for full-time roles and project-based work. It also involves updating performance and reward systems to recognize managers who share talent across boundaries. Traditional HR processes, often rigid and company-driven, need to evolve to support this agility, ensuring employees have agency over their growth while aligning with business needs.
What is your forecast for the role of internal talent marketplaces in shaping the future of work?
I believe ITMs will become a cornerstone of how forward-thinking organizations operate over the next decade. As the pace of change accelerates and skills become obsolete faster, the ability to fluidly move talent within a company will be a competitive advantage. We’ll see more companies adopting these platforms not just for efficiency but as a way to foster innovation, engagement, and inclusivity. The future of work isn’t about endlessly searching for external talent—it’s about unlocking the potential already within your walls, and ITMs are the key to making that happen.
