Making aninternal hireought to be straightforward. After all, it’s good for the employee, whobuilds new skillsand broadens their experience. It’s good for the organization, whichretains talent it might otherwise lose. And it’s good for you, the hiring manager, who fills a critical role with a known quantity. But the other manager losing that top performer may see things differently. “In practice, there’s a lot of talent hoarding,” says Matthew Bidwell, a management professor at Wharton. The other manager will likely have concerns about their team’s capacity, and other employees may wonder why they weren’t considered.