Abstract: Traditional credentials—degrees, certifications, and job titles—are losing their predictive validity as sole indicators of workplace capability. Skills marketplaces are emerging as intermediary platforms that enable granular, competency-based matching between talent and opportunity, prioritizing demonstrated ability over institutional gatekeeping. This article synthesizes evidence from organizational psychology, labor economics, and human capital development to examine the organizational and individual consequences of credential inflation, signal degradation, and access inequality. It outlines evidence-based organizational responses including competency-based assessment infrastructure, transparent skill taxonomies, and equitable validation pathways. The transition from static credentials to dynamic capability verification represents not merely a technological shift but a fundamental renegotiation of the psychological contract between employers, workers, and educational institutions. Organizations adopting capability-centered approaches demonstrate improved talent identification, deployment efficiency, and workforce diversity while navigating complex challenges in assessment validity, privacy protection, and equitable access.