This study examines the impact of talent management practices (TMP) in institutions of higher learning (IHL) in Adamawa state, Nigeria. Primary data was collected through a structured questionnaire administered to seven institutions of higher learning involved in the study. A structured questionnaire was developed using the Linkert scale and was distributed to 382 employees of the institutions randomly selected. The Partial Least Square (PLS) structural equation model was used to analyze the data and test the hypotheses and relationships of the model. The researcher used PLS model because the study involved testing a theoretical framework from a predictive perspective, many constructs, the objective is to better understand increasing complexity by exploring theoretical extensions on talent management practices, and the study requires latent variables scores for follow-up analysis (Hair et al. 2017). The result shows a positive and significant relationship between talent management practices (recruitment and culture) and employee performance. The implication is that TMP is an active tool in achieving organizational and employee performance. The study recommends that IHL should widely select employees across all cadres, encourage talent career growth and development as part o f the operational culture through public recognition and awards.