Cool visual. The overlap between the 2 is understated here, though. It should be larger, and within it should be the realm of future pipeline development (albeit only if those roles are critical/pivotal to value creation within the organization).
Niche talent pools (not communities, well, meaning if you're an Exec Recruiter) can be developed in the overlap . . . and it's easy to sell for Recruiting Organizations that calculate QOH per individual talent pool. Flat calculations mean nothing - they're just math without context.
Thanks for reeling me back to the blogs with your email :)