The process is not designed to find "real talent." "Real talent" is innate and thus no amount of outside valuation will ever do it justice. No one else, but th

The process is not designed to find "real talent." "Real talent" is innate and thus no amount of outside valuation will ever do it justice. No one else, but the "real talent" holder, can effectively judge his "real talent" so it is up to him to make it known to others that he does, in-fact, hold "real talent." The process is designed to find people that are good enough to do an array of jobs. "Real talent" gets scouted, because it's shown that it "has got the right stuff." This argument boils down similarly to the "smart but lazy" exasperations. "I'm talented, but no one realizes it!" Candidate 1 is getting the job at my startup and Candidate 2 will be getting a referral if he ever decides to take up a teaching position. Deep specialization is useless unless you're doing consulting (in-house and out-house) or teaching.