With 20 years of experience, Jeremy Hannah specializes in helping Fortune 500s and growing organizations build people-centered talent management and leadership development practices, transforming the way they build their culture and talent ecosystems.

In 2024, he paused his career to focus on personal development through global travel and cultural immersion, which rejuvenated his deep passion for helping individuals and organizations thrive.

He has leveraged this renewed focus as co-founder of Viante Talent Solutions, where he coaches individuals and guides organizations to unlock the potential in their people, driving sustainable, authentic growth.

What happens when the person who helps organizations develop their people hits a wall of their own?

Jeremy Hannah spent 20 years building talent ecosystems inside Fortune 500s and fast-growing companies — then burned out so completely he questioned his own career path. 

What followed was a globetrotting adventure across 21 countries, a rediscovery of his own curiosity, and a return to his work with deeper clarity and purpose than ever.

In this conversation, Jeremy shares both his personal journey and the practical frameworks leaders need to build talent pipelines that prepare your bench strength.

What You'll Learn

• Why burnout can be a signal worth listening to — and what bold action can look like on the other side.
• Why talent development is a team sport — and how hoarding your best people quietly destroys organizations.
• The Build, Buy, Borrow framework for thinking strategically about your talent landscape.
• Why career conversations are an act of organizational courage — even when they're uncomfortable.
• The real cost of not developing your people — and where to start.

Key Insights

1. Burnout as a catalyst, not a failure. Jeremy's decision to sell everything and travel the world wasn't impulsive — it was a values-driven response to a life that had stopped fitting. Sometimes "more of the same" is the real risk, not the bold leap.
2. Talent development is a team sport. Leaders who protect their best people by keeping them invisible are actively undermining the company. Leadership teams need to see all of their talent collectively — not in silos.
3. The Build, Buy, Borrow framework. A practical, memorable framework for workforce strategy — paired with the People, Process, Platform lens — gives leaders a concrete architecture for building talent ecosystems that actually work.
4. Career conversations as organizational courage. Supporting people in their careers — even if that means leaving your organization — is a counterintuitive retention strategy. Employees who feel genuinely supported are far more likely to give their all and later return.
5. Professional athletes at the top of their game still have coaches. Why don't we look at our careers the same way? High performers need outside perspective to keep growing — and so do we. 

Notable Quotes

"Professional athletes at the height of their career — the best in the world — still have coaches. Why don't we look at our careers the same way?"

"I rediscovered my curiosity. I didn't realize I had lost it. And curiosity is all a great coach really is — asking the right questions to help create the path forward."

"The goal is to support people in their career — even if that means they leave your organization. Because those people are far more likely to come back once they've gotten what they needed elsewhere."

Your Action Prompt

Who on your team hasn't had a real career conversation in the last six months? That's your starting point.

Connect with Jeremy Hannah

• LinkedIn & Instagram
• Website: viantetalent.com

Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn.

Thanks for listening!

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