Internal Talent Marketplace

Moving to skills-based economy practices within an organization requires rebuilding the systems that credential-based practices have supported: job architecture based on degree level rather than skill complexity, promotion criteria that weight tenure over demonstrated capability growth, and compensation benchmarking that uses title rather than skill profile as the comparison unit. The transition is not simultaneous — most organizations move to skills-based practices function by function, role type by role type, starting where credential proxies are most obviously inadequate and where validated skill assessment infrastructure is most available. Technology functions tend to lead this transition because skill change velocity in the sector makes credential proxies obsolete fastest, creating the largest business case for skills-based alternatives.