Over the past few years, economic shifts affecting production, supply chains, and knowledge-based services have led to changes in talent movement and workforce dynamics. The Great Resignation and wage increases, coupled with more than 10 million job openings in the US, have intensified CEOs’ focus on talent amidst pandemic challenges and geopolitical tensions. This has perpetuated the trend of valuing human capital as a key strategic concern for corporate leaders. Simply put, the existing infrastructure and models for talent development are considered outdated and inadequate, and as a result, businesses are increasingly stepping in to address the demand for upskilling, reskilling, and lifelong learning. Many are embracing online professional development, adopting just-in-time “microlearning” formats, and integrating learning within the work environment through digital platforms. Some companies are even transitioning into education providers, issuing credentials, and deepening the integration between education and work. Experiential learning, including internships and cooperative education, is also being recognized as beneficial for early talent development and diversity. However, businesses often view these programs philanthropically, missing their strategic value for talent acquisition. To attract and retain top talent, organizations must proactively engage with learning providers, embrace emerging learning alternatives, invest in employee development, and collaborate with educational institutions to foster a modern skills-based ecosystem.