Owing to its emergence in practice rather than science, talent management is often perceived as trendy or fad-based practice rather than rigorous decisions making methodology about talent. Considering the parallels in topical focus with research-based disciplines such as management, industrial-organizational psychology, and strategic human resource management, there is significant potential to advance the practice of talent management as a decision science. This blog reviews the current status of the practice, highlighting gaps and opportunities. Based on this analysis, we present a new definition of integrated talent management. By linking the framework to existing bodies of academic research, we hope that the practice will flourish alongside the advancements in the underlying fields.