Talent is often seen as a ‘market’. There is demand and there is supply. There are costs and prices and there are regulations, transactions, categories. From that perspective, the primary mission for the talent function is to meet the talent demand with talent supply, filling the jobs. On a broader perspective that considers the needs of the transformation, the growing impact talent has in the economic value of the business, every company is not only an internal market, but it is a small talent economy. What you do with your talent translates in economic value, in capital valuation, and market value growth. Hiring is the starting point, and paradoxically, it is when many managers think they completed the task. From a Talent Economy perspective, talent serves the business by ensuring the winning candidate can excel at value creation, not only at performing the duties in a job description. For transformation to pay off, for a liberating, vital expression to materialize, there is a larger set of interactions that will impact the economic plan forecasted in your transformation. Talent, therefore, is an economy, not only a market and that is the way Leading Success frames it for enduring success.