Talent Mobility & Internal Marketplace
AI-powered internal job marketplace with skills-based matching recommendations, career development opportunities, gig assignments, and talent visibility enabling 2-3x increase in internal fill rates and 40-60% retention improvement.
Why This Matters
What It Is
AI-powered internal job marketplace with skills-based matching recommendations, career development opportunities, gig assignments, and talent visibility enabling 2-3x increase in internal fill rates and 40-60% retention improvement.
Current State vs Future State Comparison
Current State
(Traditional)1. Internal job openings posted to company intranet: generic job board listing. 2. Employees learn about opportunities via word-of-mouth or browsing intranet. 3. Manager permission required: employees ask manager before applying internally. 4. Internal applicants compete with external: no preference or visibility for internal candidates. 5. Hiring managers often unaware of internal talent: default to external recruiting. 6. Internal mobility rate: 30-40% of roles filled internally. 7. Cross-functional opportunities hidden: employees siloed in departments, unaware of options elsewhere.
Characteristics
- • Gloat
- • Avature
- • TalentGuard
- • SAP SuccessFactors
- • Workday
- • Oracle HCM
- • Learning Management Systems (LMS)
- • Excel
Pain Points
- ⚠ Lack of transparency and clarity in internal opportunities.
- ⚠ Siloed systems and data hindering seamless talent matching.
- ⚠ Cultural resistance from managers regarding talent mobility.
- ⚠ Inefficient internal recruiting processes.
- ⚠ Limited focus on passive internal candidates.
- ⚠ Change management challenges in implementing internal marketplaces.
- ⚠ Disconnected HR systems and manual processes.
- ⚠ Difficulty in engaging employees who are not actively applying for new roles.
Future State
(Agentic)1. Talent Mobility Agent maintains internal talent marketplace: all open roles, gig projects, stretch assignments visible to all employees. 2. Agent recommends roles to employees: 'Based on your Python skills and product management experience, these 5 roles are a great fit'. 3. Agent recommends employees to hiring managers: 'These 8 internal candidates match your role requirements, consider interviewing before external search'. 4. Agent enables confidential job exploration: employees browse opportunities without alerting manager. 5. Agent facilitates gig assignments: short-term projects (2-6 months) for skill development without changing roles. 6. Agent tracks career interests: 'You said you want to move into data science—here are 3 stretch assignments to build skills'. 7. Agent measures internal mobility: dashboards show internal fill rate, promotion rates, talent flow across departments.
Characteristics
- • Open internal job postings and role requirements
- • Employee skills profiles and career interests
- • Gig projects and stretch assignment opportunities
- • Hiring manager preferences and role criteria
- • Internal application and hire data
- • Employee career goals and development plans
- • Promotion and retention data
- • Skills gap and development needs
Benefits
- ✓ 2-3x internal fill rate: 70-80% vs 30-40% through skills-based matching and talent visibility
- ✓ 40-60% retention improvement: employees stay for internal growth opportunities vs leaving externally
- ✓ Faster time-to-productivity: internal hires 30-50% faster to ramp than external hires
- ✓ Cost savings: internal hires cost $5K-$15K vs $50K-$100K external recruiting costs
- ✓ Skills-based matching: employees discover roles they didn't know existed
- ✓ Manager support: AI recommendations reduce manager fear of losing talent (backfill visibility)
- ✓ Career development: gig assignments enable skill-building without role changes
Is This Right for You?
This score is based on general applicability (industry fit, implementation complexity, and ROI potential). Use the Preferences button above to set your industry, role, and company profile for personalized matching.
Why this score:
- • Applicable across multiple industries
- • Moderate expected business value
- • Time to value: 3-6 months
- • (Score based on general applicability - set preferences for personalized matching)
You might benefit from Talent Mobility & Internal Marketplace if:
- You're experiencing: Lack of transparency and clarity in internal opportunities.
- You're experiencing: Siloed systems and data hindering seamless talent matching.
- You're experiencing: Cultural resistance from managers regarding talent mobility.
This may not be right for you if:
- Requires human oversight for critical decision points - not fully autonomous
Parent Capability
Talent Acquisition & Recruiting
End-to-end recruiting lifecycle from requisition through offer acceptance with AI-powered resume screening, intelligent scheduling, and candidate experience optimization.
What to Do Next
Related Functions
Metadata
- Function ID
- function-talent-mobility-internal-marketplace