The Talent Pipeline Is Drying Up—And Immigration Is the Valve
private pictures taken at the Fenix Museum in Rotterdam, The Netherlands, June 2025
Ask any executive in a mature economy today —Germany, The Netherlands, Japan, Canada, the US, Australia— what keeps them up at night. The answer increasingly sounds the same: “We can’t find the people we need.”
It’s not a short-term hiccup. It’s a long-term structural shift.
The OECD projects that in many developed countries, working-age populations will shrink by up to 30% over the coming decades, while the number of retirees rises sharply. Japan has already entered this phase. Germany isn’t far behind. Even the US—once buffered by a relatively young workforce—is feeling the squeeze.
Meanwhile, business plans haven’t gotten smaller. If anything, they’ve grown more ambitious: scaling up digital, electrifying infrastructure, reimagining customer experience, and accelerating innovation. But here’s the inconvenient truth: none of it happens without the right talented people.
No strategy survives contact with a talent gap.
Boards talk about AI and productivity gains—and rightly so. But even the most intelligent system still needs smart people to build it, train it, and manage its outcomes. And despite best efforts, local talent pools are not growing fast enough to meet demand.
That’s where immigration comes in — not as a political issue, but as a business imperative.
Companies that operate in complex, mature and rich economies must rethink how they access talent. That means looking beyond national borders. Creating pathways for international professionals. Tapping into global mobility. Building inclusive cultures that retain —not just recruit— global talent.
Immigration isn’t about charity. It’s about capacity. It’s about capability.
Because the companies that solve the talent equation in this decade—are the ones that will lead the next.
Paul Donkers
At tèn company, we support leadership teams navigating complexity and future growth. If you’re serious about staying competitive in a tightening labor market, ask yourself: Is your talent strategy global enough?
Let’s talk if you want to build a talent model that’s future-proof, not just locally optimized.
Paul P.J. Donkers is a global business coach and consultant. He and his partners work with leadership teams to unlock growth and value.
Find out more at www.tencompany.org or www.ikigaicoachinginstitute.com.
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