As I noted in 2021 HR Priorities: A Summarized View of Nine Sources, Diversity, Equity, and Inclusion (DE&I) are a focus for many organizations. Simultaneously, firms emphasize providing workers with fair access and visibility into career and development opportunities across their organization; further, minimizing unconscious bias and enabling internal mobility are topics of interest. This article notes how these factors can be addressed in part by the Internal Talent Marketplace (ITM), which uses an AI platform to provide a firm’s workers with suggestions on jobs, projects, and development opportunities that match their skills, experience, and aspirations. And while these platforms are not without challenges (e.g., it takes time for algorithms to work and learn), they provide several advantages, one of which is to remove barriers to opportunity and address unconscious bias. It is worth pointing out that firms developing an ITM strategy must think beyond the technology and consider how current talent practices and policies need to change to enable an ITM (e.g., incentivize managers to share talent vs. hoard talent).