The changing nature of work is both a local and global phenomenon. Globalization has enabled individuals with skills and talents to work in knowledge-intensive cities where they can interact with one another. The competencies rewarded by global organizations require global acumen, multicultural fluency, technological literacy, entrepreneurial skills, and the ability to manage in increasingly far-flung, de-layered, disaggregated organizations. A different sort of social structure is needed to support this type of worker. There is a shortage of such individuals in specific sectors and a global effort to find, develop, and retain talented workers who can move organizations forward. This chapter will look at recent research on the globalized workforce with an effort to understand the development, recruitment, and training of talent to implement strategic or technological innovation. We will look at current research on global talent management, HR management and organizational behavior as it relates to global work, and growing restrictions on the free flow of global work. Will we continue to see further extension of the globalized workforce, or enter a new era of privileged access to markets based less on workplace talent than on citizenship, ethnicity, religion, and other factors?