We’re back with part two of our conversation about talent marketplaces. Last week, Rodney and Aaron explored what talent marketplaces are and the types of organizational problems they can help address. (Pro tip: If you haven’t yet listened to that episode, hit pause and check it out now!)

This week, they’re moving past the big picture and getting into the nitty gritty of what makes talent marketplaces work…or not. It’s not just about how to move pieces around a chess board, but rather about disrupting old-school organizational power plays. Today, Rodney and Aaron take a closer look at:

What it takes to maintain a transparent marketplace that matches the right people with the right opportunities without resorting to shady, backroom dealings
How traditional performance management systems penalize (instead of promote) moving talent around
What experiments a company can try to give these principles a shot
How compensation works when people aren’t tethered to a traditional role with clear benchmarks or boundaries

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00:00 Check-In: What are you looking forward to this weekend?

01:42 How do talent marketplaces work for people participating in them?

05:50 How traditional organizations prevent and penalize mobility

10:16 What you learn when you let people leave teams and move around

16:02 Experiments with talent marketplaces for companies to run

21:38 Compensation structures for talent marketplaces

25:08 Who pays for cross-functional teams?

27:45 Fine tuning and maintaining the system

28:54 Why these teams are the best places to learn new ways of working

Thüringen: Was passiert, wenn Höcke Ministerpräsident wird? I Blackout-Challenge: TikTok muss vor Gericht