> One thing I've heard from people in both finance and tech is that at some of the best-performing organizations, there are a lot of people who, while objectively good, aren't adding a lot of value to the firm.<p>Another major reason for this is there is often a large gap between the talent companies think they need, and what they can practically utilise.<p>They'll go to market looking for particular skills, but then last time the applicant has the opportunity to exercise those skills is in the interview. At the same time, they'll have trouble filling those roles with specialist skills they never use and claim that means there's a talent shortage.<p>I see it all the time in security teams. The company thinks it needs a digital forensics specialist, when all they're going to do at the first sign of trouble is call in the DFIR firm they have on retainer to do the work anyway.