Large, traditional companies are facing a perfect storm: People with the skills and capabilities required to develop and execute a digital strategy—whom we refer to as digital talent—are urgently needed, yet in short supply. In this briefing, we share ways that companies typically approach the challenges of attracting, enabling, and retaining digital talent. MIT CISR research has found that companies that invest in building a great employee experience[foot]We define employee experience as the extent to which employees of an organization are enabled or constrained by its adaptive work environment and collective work habits to do their jobs today and reimagine their jobs of tomorrow.[/foot] are able to attract more digital talent as full-time equivalents (FTE)[foot]Full-time equivalent, or FTE, is used here to describe anyone within the organization who is considered an internal employee, as opposed to those in more contingent work arrangements such as a freelancer, con- tractor, or gig worker.[/foot] and better enable these people to do their best work, thereby realizing significantly enhanced business value.