In a nation where millions of jobs go unfilled while countless Americans struggle to find work, the U.S. Chamber of Commerce Foundation asked a provocative question: What would it take to fundamentally rewire the workforce system and bridge the gap between supply and demand? Could we adapt the principles of supply chain management to help employers source, hire, and retain people?
The answer came in the form of Talent Pipeline Management® (TPM), a groundbreaking initiative launched in 2014. TPM revolutionized the workforce system by introducing a new way of thinking and a structured approach for employers to communicate their needs and partner with education and training providers to develop talent.
A New Way of Thinking
What began as a white paper in 2014 became a roundtable, then a working group, a summit, and ultimately a movement. Today, Talent Pipeline Management® is a full-fledged curriculum–endorsed by the Society for Human Resource Management (SHRM). TPM revolutionizes the way employers approach talent development by applying supply chain management principles to the workforce.
The TPM approach focuses on key areas such as data-driven sourcing, competency-based selection, seamless onboarding, and collaborative problem-solving. By using real-time, employer-validated data and focusing on skills that match job seekers with employers, TPM has enabled faster, more efficient hiring and created pathways for economic mobility.
More than 3,000 employers across 30 industries and over a thousand TPM-certified practitioners in 43 states and three countries use TPM to transform their talent pipelines and effectively marry supply and demand in their communities. From EV manufacturers in the rural Midwest to hospitals in the fastest-growing urban centers, they’re hiring more people from more diverse backgrounds—and they’re doing it more quickly and more efficiently than ever before. That’s good for employees, families, communities, and our nation.
Transforming Industries and Regions
The impact of TPM is felt across industries and regions. In Kentucky's equine industry, the Equine and Agriculture Talent Pipeline tackled the challenge of finding and keeping workers for horse farms. By partnering with the Kentucky Department of Corrections, the Kentucky Chamber of Commerce successfully integrated ex-inmates into the workforce, significantly reducing turnover and doubling the average length of retention for entry-level positions. This innovative partnership not only addressed workforce shortages but also provided second chances and pathways to stable careers.
In Michigan, Consumers Energy used TPM to transform their talent pipeline, including targeted efforts to recruit veterans, saving $30,000 per hire and achieving an impressive 98 percent retention rate. And in Kalamazoo, the TPM-driven Edison Early Childhood Education (ECE) Career Pathway filled vital childcare positions by focusing on neighborhood-based talent development.
As TPM evolved, it expanded its scope to improve job quality, engage underserved communities, and inform policy and work-based learning. Another big validator came in 2023 when SHRM designated TPM as a preferred provider of continuing education for its more than 325,000 members. As SHRM signed on as a partner, we launched the online platform TPM Co/Lab™ to deliver the curriculum and assess performance. For the first time ever, talent supply management is a recognized and credentialed skill.
Expanding Scope and Reach
The evolution of TPM has sparked spin-off programs and initiatives, including JEDx, Talent Finance, JobSIDE, and EPIC, each addressing specific workforce challenges. As we look ahead, initiatives like the T3 Innovation Network pave the way for the future of workforce development. One of the key tools being tested by the T3 Network is Learning and Employment Records (LERs)—digital, portable records of an individual's skills acquired through learning and work. We’re exploring innovative ways to invest in people through Skill Savings Accounts, which promise to break down barriers by enabling co-investment in a worker's lifelong skill development. Together, these TPM-inspired innovations pave the way for a more inclusive, skills-based workforce that empowers continuous upskilling and reskilling.
Moving Forward, Together
The U.S. Chamber Foundation has made a long-term commitment to driving workforce innovation, one community at a time. By harnessing the power of business to create scalable solutions, we're paving the way for a more prosperous future.
Join us in shaping the future of workforce development. Together, we can create a world where no job goes unfilled, and no talent goes untapped. Register for the TPM National Learning Network (NLN) Fall Summit on September 24-25 in Washington, D.C. and be at the forefront of progress. As we celebrate this milestone, we invite you to share your stories, successes, and lessons learned. Throughout the year, we'll spotlight the employers, educators, funders, and workers who have been part of this incredible journey. We go farther, together.
Join the Movement
The Talent Pipeline Management Annual Summit will be held September 24 and 25 in Washington, D.C. Ready to move your community forward? Join the TPM movement today.
About the authors
Carolyn Cawley
Cawley led multiple teams united in the belief that business is an essential problem solver.
