CAREER MOBILITY — INTERNAL MOVEMENT
Your Next Opportunity May Already Be Inside.
Career Mobility connects employees to internal roles, projects, gigs, mentorship and development opportunities through skills, evidence, aspirations and organisational demand — with employee agency and privacy at the core.
Where can our people move inside the organisation, and what would make those moves realistic and valuable?
The Mobility Graph
Connections between employee capabilities, current roles, adjacent roles, open roles, projects, learning, mentors and future pathways — so movement is a visible path, not a hallway rumor.
Green: what a person holds · Amber: where they can move · the rest: what connects the two.
Find an Internal Move
A short, self-guided simulation on clearly-labeled synthetic employees. Select a person, inspect adjacent capabilities, identify the development requirements — and generate an internal mobility plan.
1 · Select a fictional employee who wants a new role
2 · Adjacent capabilities (why this move is plausible)
Adjacent: escalation analytics, knowledge-base craft
3 · The two development requirements
Development: product communication, SQL basics
4 · Internal mobility plan (illustrative)
Target: Customer Success Operations
Plan: join CS-ops project + 6-week SQL module + mentor from CS ops + checkpoint at week 8
Mobility fit — what the plan weighs: Current capability alignment · Evidence · Development requirements · Role context · Aspirations vs opportunity needs
Synthetic employees, illustrative plans. A match is not immediate readiness — fit weighs evidence and development, and a human approves every move.
Hiring managers see qualified internal talent + development pathways — the same graph, the other side.
Ten Ways to Move Internally
Discovery With Agency — Both Directions
Internal talent discovery (hiring managers)
Search internal talent before opening an external process, where organisational policy allows. Show evidence and development needs rather than a black-box ranking.
Employee opportunity explorer
Employees browse opportunities, save interests, compare requirements and request conversations — without being automatically submitted to roles.
Opportunity accessibility
Expose relevant opportunities beyond existing networks, so mobility never depends solely on who already knows about an opening.
Manager-to-manager mobility
Release-and-receive workflows with transparent policies — no hidden organisational barriers to movement.
Marketplace Intelligence & Friction Analysis
For executives: internal fill rates, mobility flows, critical capability concentrations, recurring gaps — and where external hiring is compensating for internal underutilisation.
For operators: where movement stalls — missing evidence, unclear requirements, manager approval, lack of learning, opportunity scarcity or process delay.
AI Mobility Agent — Within Defined Permissions
Opportunity finder
Surfaces relevant internal openings and projects
Match explainer
Explains the logic behind any suggested fit
Development proposer
Proposes steps that close the gap
Conversation preparer
Prepares talking points for manager conversations
Progress monitor
Tracks pathway milestones with the employee
Agency guard
Ensures nothing is auto-submitted on your behalf
Mobility Is a Retention Intervention — Prove It
Career movement is one of the strongest retention signals an organisation can offer — measure it as such, honestly.
Track transitions, time-to-capability, post-move performance evidence, employee experience and capability retention. Report what moves and what does not.
CONCEPT FILM · 2 MIN
Your Next Opportunity May Already Be Inside
2 min · reserved film slot
Move people before you lose them.
Governance
Explore Internal Mobility
Connect people to roles, projects and growth inside the organisation — with agency, evidence and transparency.