The research presents an attempt to form an idea of the movement of scientific thought regarding the need and possibility of implementing such ESG conditions as providing the population with decent work and working conditions, ensuring quality education, supporting older workers, and protecting them from discrimination. The research focuses on older talent workers employed in higher education, the rationale for the need and feasibility of supplying their workforce in the educational services market, and assessment methods. The research aims to ensure sustainable development of HR management in the universities by rethinking prolonged working conditions, implementing an ecosystem approach, and retaining aged employees through effective talent management. To achieve the goal, the authors analyzed and synthesized research materials and applied the method of constructing tables, grouping, and comparative analysis. The authors determined that the targeting and content of the “talent” category varies depending on the field of human activity and the severity of competition in it. The author formulated a definition of a higher school talent employee based on the characteristics of the level of development, effectiveness, potential, and determination of the style of behavior. The mechanism for maintaining professional success as an indicator of the activity of a talented employee is substantiated. The authors also substantiated the ecosystem approach to preserving the professional success of older personnel.