Abstract

Introduction The dominant focus of the field of talent management (TM) that has emerged since the late 1990s, initially among practitioners and later among academic scholars, is at the organizational and individual level of analysis. TM has been defined as the process whereby organizations anticipate and meet their needs for talent in strategic jobs (Cappelli & Keller, 2017). But there have been a growing number of calls to pay more attention to macro talent management (MTM) at the level of nations and cities, hitherto largely left to the field of economics (Ariss, Cascio, & Paauwe, 2014; Björkman & Welch, 2015; Khilji, Tarique, & Schuler, 2015; King & Vaiman, 2019; Kryscynski & Ulrich, 2015; Tung, 2016).