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Talent Pipeline Management

Employ - subpage header -Talent Pipeline Management
What if you could build the ideal employee and have them at the ready when you need them most?

Our Talent Pipeline Management program is a 1-2 year workshop that brings companies with similar job needs together. Members of the workgroup have the opportunity to share their common talent pain-points, communicate new industry expectations and address long-term needs.

With this information, we will collaborate with the organizations that are preparing people for the workforce. This will establish a pipeline of talent that is aligned with your requirements and the evolving industry standards.

What is TPM?
Watch this US Chamber video to learn more.

Want to learn more about our Talent Pipeline Management program?

From The Blog

Navigating Shifting Workplace Norms: Panel Discussion

By mcotter@thepartnership.org | October 12, 2023

The workplace landscape is evolving at an unprecedented pace, and staying ahead of the curve is crucial for businesses aiming to attract and retain top talent. In the final session of our 4-part Hidden Talent series, we brought together a panel of industry experts to shed light on these critical shifts and provide actionable insights for employers.

How the U.S. Is Closing the Door to Top Talent

By communications@thepartnership.org | August 17, 2023

The BNP organized a Capital Conversations event as part of our Government Affairs series to examine the workings of the H-1B program and explore potential reforms that could strengthen our regional economy.

Successfully Engaging Non-Traditional Talent

By mcotter@thepartnership.org | August 2, 2023

Uncovering and Cultivating Hidden Talent Series: Session 3 – Talent Hiding in Plain Sight

Keeping talent from moving on, by creating pathways to move up

By communications@thepartnership.org | May 31, 2023

Uncovering and Cultivating Hidden Talent Series: Session 2 – Talent on the Move

Keeping and growing talent is key to any high-performing organization. But what can you do to keep employees from walking out your door for new opportunities?