Emerging talent & early talent key differences

AI is redefining roles faster than employees can reskill, and a global skills shortage makes filling roles challenging.

While early talent programs help fill entry-level roles, talent leaders must look beyond age and education to secure a sustainable workforce. In fact, 60% of employers report that graduates are unprepared, and graduate retention has dropped significantly in recent years.

This decline signals a need for a broader, more strategic approach to build the workforce of the future. That's where emerging talent comes in.

Emerging talent & early talent: Key differences

While emerging talent and early talent may seem similar, there are key differences between the two that are crucial for shaping an effective workforce strategy:

Emerging talent:

Emerging talent refers to individuals at the beginning of a new career trajectory – whether they’re just starting, switching paths, or reskilling to adapt to an evolving world of work.

What unites all emerging talent is their growth potential. They’re learners, explorers and adapters – ready to gain the skills, mindset and experience required to thrive in future-facing roles.

Emerging talent encompasses a diverse range of individuals at various career entry points, including:

Career changers transitioning into a new industry or role
Workforce returners after caregiving, military service or other life stages
High-potential employees poised for leadership or critical roles
Graduates, apprentices, and interns

An example of emerging talent development is high-potential leadership programs. However, modern strategies broaden the concept to include a wider range of roles, industries, and skill sets, ensuring talent is illuminated wherever it's found.

Early talent:

Early talent is primarily defined by age and education, focusing on:

Recent graduates, interns, or apprentices
High potential but limited real-world experience
Primarily hired into structured entry-level roles
Eagerness to learn and develop foundational skills

Most organizations have some form of early talent programs designed to attract young professionals and recent graduates, though they're often limited to specific roles or functions.

Emerging talent & early talent definitions

Cielo defines emerging and early talent as:

Emerging talent: Individuals beginning a new career trajectory, including graduates, career changers, and workforce returners, who possess growth potential and are ready to build the skills, mindset, and experience needed to thrive in future-facing roles.

Early talent: Recent graduates, interns, or apprentices with high potential but limited real-world experience are primarily hired into structured entry-level roles to develop foundational skills.

Why the shift to emerging talent?

Leading organizations are no longer treating early careers as isolated initiatives. Instead, they're elevating them into the broader enterprise talent system – an approach that embraces emerging talent as a critical driver of workforce capability, agility, and DEI impact.

Elevating emerging talent allows you to:

Attract and retain talent globally across multiple entry points and experience levels
Build a more agile workforce by reskilling and upskilling employees
Create a diverse, future-ready talent pool aligned with long-term workforce planning

Woman holding document talking with man at table

Additional reading Article

Why an emerging talent strategy is your competitive edge for a sustainable workforce

How organizations can leverage emerging talent

Integrating emerging talent into your broader workforce strategy is necessary to remain competitive in the future. Cielo helps clients develop intelligent talent programs that are future-ready, data-driven, and:

Move beyond traditional hiring models to incorporate skills-based recruitment
Invest in upskilling and reskilling initiatives that prepare employees for the future of work
Create mobility pathways that identify and transition internal talent into high-demand roles
Develop structured but flexible programs that accommodate career changers and workforce returners

Leading organizations are no longer treating early careers as isolated initiatives. Instead, they're elevating them into the broader enterprise talent system.
Andy Curlewis, Senior Vice President – Product Management Cielo

The new era of talent acquisition: Shift your focus to emerging

The competition for skilled talent is intensifying across industries, and organizations that adapt will get an edge. Shifting your focus to emerging talent as a critical asset – not just an extension of early career programs – will strengthen talent pipelines and create opportunities for individuals across all career stages.

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