Synthetic validity has been promised as the future for selection, providing an inexpensive, fast, high-quality, legally defensible, and easily administered process. Despite 50 years of development, this promise has yet to be realized. However, recent advances in areas such as validity generalization indicate that synthetic validity is technically feasible and practically achievable. Consolidating new and previous work carried out on two synthetic validity strategies, the job-requirement matrix and job component validity, we review the methodological steps required to build them and provide working examples. Although the resources required for full realization of synthetic validity are large, similar, although larger, projects have been undertaken in the past and in the present, and there is increasing infrastructure to facilitate them in the future.