Although there's much talk about hiring processes being completely off I have yet to hear about anyone being happy with hiring people at random. I think terms

Although there's much talk about hiring processes being completely off I have yet to hear about anyone being happy with hiring people at random. I think terms like talent acquisition, head of talent have little to do with the idea of natural aptitude. It's just a fancy sounding term, likely a temporary trend. Similarly, we have science in data science, but don't say software science for software engineering. I don't think the nurture argument and the Mozart example apply well for hiring. Often a team must be staffed as soon as possible. Nurturing a talent for year doesn't seem like a good way to go. As for recognizing talent in hiring, some companies are doing great with internships - take in students based on their talents and give them full time offers if there's potential. First years of everyone's career are a nurture phase for their talent. When hiring for a senior role - you don't want someone who will become senior in 5 years, you want them to have experience now. In that case they have to have shown their raw talent elsewhere, otherwise you don't need them by definition of senior.