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Organizations increasingly find they must search internally for hiring and upskilling, rather than recruiting talent externally. But external pools of talent will remain tight given underlying demographic shifts such as boomers retiring, less replenishment from younger generations, and reduced immigration. This makes the needs of understanding and developing internal pools of talent and to creating opportunities for mobility and upskilling especially urgent. This research from Executive Networks and ��������ʿ�����¼ seeks to uncover the state of internal talent pools and their mobility within organizations. We surveyed 600 respondents across North America, including 300 HR leaders and 300 knowledge workers, from a sample containing a mix of industries, age generations, and company sizes. Our findings show that internal talent mobility is essential to the future success of the business. Developing a reliable pool of internal talent leads to increased employee retention, engagement, employee satisfaction, and agility. In fact, two-thirds of employees in our study agree that they would be more likely to stay at their company long-term if they experienced better opportunities for career advancement. At the same time, one-third of HR leaders say the biggest problem with hiring internally is that internal candidates do not meet the necessary qualifications. The clear implication is that there is much HR leaders need to do to address the development of existing employees. The report presents key findings and recommendations.