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Internal Mobility Recommendation

A short recommendation on whether an internal candidate fits an open role — fit, gaps, conditions.

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Get a concise internal mobility recommendation in ≤300 words, outlining a candidate's fit, strengths, gaps, and conditions for an open role.

Who it's for

  • Hiring managers filling open positions
  • Talent acquisition specialists evaluating internal candidates
  • HR professionals supporting internal mobility decisions
  • Team leaders assessing team members for new roles

Use cases

  • Evaluating a team member for a promotion
  • Assessing an internal candidate for a newly created role
  • Deciding between internal and external candidates
  • Informing a conversation with a candidate about their fit
  • Supporting a diversity and inclusion initiative with data-driven decisions

FAQ

what is an internal mobility recommendation

An internal mobility recommendation is a personalised evaluation of a candidate's fit for an open role within their current organisation. It outlines strengths, gaps, and conditions to support informed decisions.

how long is the recommendation

The internal mobility recommendation is ≤300 words, providing a concise and focused evaluation of the candidate's suitability for the role.

what information do i need to provide

To receive a recommendation, you need to provide the candidate's background and the open role's details. This information will be used to generate a tailored evaluation.

how much does it cost

The internal mobility recommendation costs £1.00, providing a cost-effective solution for organisations to make informed internal hiring decisions.

Sample output

Verdict: Stretch

Strengths: 
1. Led the auth migration end-to-end, demonstrating ability to manage complex projects.
2. Successfully stepped in as tech lead during Tom's parental leave, showing adaptability and leadership skills.
3. Has in-depth knowledge of the platform team, having worked on it for 3 years.

Gaps: 
1. Hasn't set technical direction for a team they didn't already work on, which is a key requirement for the IC5 Tech Lead role.
2. Lacks direct experience with the Payments team, which may require additional time to ramp up.
3. Has not demonstrated experience in cross-functional collaboration outside of the platform team.

Conditions or development plan: 6-month interim with weekly skip-level meetings and a focus on setting technical direction for the Payments team. Within this period, Pria is expected to deliver two cross-team documentation projects to demonstrate their ability to collaborate and lead technically across different teams.

Last updated: 2026-06-28