During the coronavirus crisis, many organizations became acutely aware of how the ability to manage talent risks and gaps is a vital talent capability. This realization has placed a greater priority on using data to effectively manage talent and make talent decisions. This article provides examples of how data can be used through three common talent management processes: 1) talent reviews, 2) succession planning, and 3) career development. Since this article is written by a technology provider, the examples used are based on their product; nonetheless, there are many insights and examples that can be leveraged by HR practitioners to generate ideas of their own. One important question as it relates to talent reviews and succession and where data can help answer is: Which employees are “hidden talent” that are connectors and influencers in the organization? As mentioned in the article, Organizational Network Analysis (ONA) is a technique that can be used to identify hidden leaders within an organization that may get overlooked through more traditional talent identification tactics.