In transitioning a mid-sized company to agile software development, the focus on forming an effective testing team revealed challenges and strategies for nurturing talent across different experience levels. Junior testers require foundational training and the encouragement to develop independence, while middle-level testers often need retraining to overcome reliance on guidance. Senior testers benefit from autonomy to challenge themselves, though some require structured support. Understanding individual motivations is crucial, as testing often involves individuals unsure of their career aspirations. Effective team development requires matching testers with suitable mentors and using motivational strategies tailored to individual needs, fostering a culture of self-improvement and initiative. Balancing these dynamics involves recognizing when a tester is ready to advance and providing the necessary mentorship, as illustrated by the author's own experiences and insights shared on his Agile Quality Made Easy blog.