Somewhere between taxes and quality of life, when business site selectors talk to economic development offices (EDO), they want to know about the community's talent pipeline.

A business that's considering locations to establish or expand an operation wants to get new people into a profession. First, they want to equip these potential workers with training that aligns to their company so everyone's on the same page and it's a smooth transition after graduation for those who are selected. The EDO wants to give their residents quality education that's recognized as valuable by employers and an edge in the market. The term, "talent pipeline" describes this process.

EDOs and the businesses in their communities focus on formal training paths. Credentials, degrees, certifications. Reputation, rigor and expected market value give that stamp of education its value. 

As a marketer who's spent a lot of time in workforce and hospitality markets, I'm curious about the interest-> talent-> market progression before and after formal education. 

 Specifically, how that's unfolded in lives of people I know who run businesses, achieved C-level positions, worked for multiple global enterprises, successfully sell their work through owned organic media... outcomes I find impressive or intriguing.

In the last few months, I've had time to spend on this and a reason to make it into something shareable. I have an initial group of 5, then may add on more as opportunities come up. 

Thanks for reading.