Insights- Internal Mobility
Role // Product designer
Year // 2024
The Challenge
Organizations often struggle to identify internal talent, leading to longer hiring cycles and missed growth opportunities. Without real-time visibility, assessing employee eligibility for internal moves is challenging. Meanwhile, employees lack clear career pathways, often unaware of relevant opportunities. This results in higher hiring costs, lower retention, and decreased engagement. The challenge was to create a data-driven solution that empowers HR teams to efficiently match employees with internal roles while providing personalized career insights.
Organizations often struggle to identify internal talent, leading to longer hiring cycles and missed growth opportunities. Without real-time visibility, assessing employee eligibility for internal moves is challenging. Meanwhile, employees lack clear career pathways, often unaware of relevant opportunities. This results in higher hiring costs, lower retention, and decreased engagement. The challenge was to create a data-driven solution that empowers HR teams to efficiently match employees with internal roles while providing personalized career insights.
The Solution
To support a successful internal mobility program, we developed an MVP HR platform that tracks employee skills, career aspirations, and internal job openings. At its core, the Insights Screen uses predictive, AI-driven analytics to proactively match internal talent with open roles, reducing external hiring needs. The solution features two key flows—one for filling positions internally and another for identifying employee growth opportunities—driving higher engagement, retention, and workforce efficiency.
The Solution
In addressing the identified issues, we prioritized transparency and relevance in our data presentation, while enhancing user control. Our solution involved introducing additional capabilities to our product
Goal
Develop the insights screen by Q4 2024 to enhance internal mobility by aligning employee skills and aspirations with available roles, thereby reducing external hiring costs and improving retention.
Develop the insights screen by Q4 2024 to enhance internal mobility by aligning employee skills and aspirations with available roles, thereby reducing external hiring costs and improving retention.
About Compete
Compete is a platform that offers insights into a company's employee compensation and benefits relative to the market. It utilizes data from numerous tech companies to provide a comprehensive understanding of compensation and benefits benchmarks.
The users
CEOs, HR leaders, and Finance leaders
About Compete
Compete is a platform that offers insights into a company's employee compensation and benefits relative to the market. It utilizes data from numerous tech companies to provide a comprehensive understanding of compensation and benefits benchmarks.
The users
CEOs, HR leaders, and Finance leaders
The users
CEOs, HR leaders, and Finance leaders
About the project
As part of Compete’s expansion into Strategic Workforce Planning (SWP), is a future-focused strategy that helps companies align their workforce structure, skills, and headcount with business goals.
My team focused on design an Insights screen that centralizes internal mobility opportunities, providing HR managers with data-driven recommendations and alerts to proactively address workforce gaps.
As part of Compete’s expansion into Strategic Workforce Planning (SWP), is a future-focused strategy that helps companies align their workforce structure, skills, and headcount with business goals.
My team focused on design an Insights screen that centralizes internal mobility opportunities, providing HR managers with data-driven recommendations and alerts to proactively address workforce gaps.
As part of Compete’s expansion into Strategic Workforce Planning (SWP), is a future-focused strategy that helps companies align their workforce structure, skills, and headcount with business goals.
My team focused on design an Insights screen that centralizes internal mobility opportunities, providing HR managers with data-driven recommendations and alerts to proactively address workforce gaps.
Internal mobility refers to the movement of employees within an organization. This can include promotions, lateral moves, or transfers to different departments or roles.
Internal mobility is savings in time and money on hiring externally, improved employee retention rates, and greater diversity and innovation in the workplace.
Internal mobility refers to the movement of employees within an organization. This can include promotions, lateral moves, or transfers to different departments or roles.
Internal mobility is savings in time and money on hiring externally, improved employee retention rates, and greater diversity and innovation in the workplace.
Research
To design an effective internal mobility solution, we conducted market research and interviewed key stakeholders—including HR managers, CEOs, and finance leaders—to understand the pain points, decision-making processes, and key success metrics HR teams use when managing internal mobility.
To design an effective internal mobility solution, we conducted market research and interviewed key stakeholders—including HR managers, CEOs, and finance leaders—to understand the pain points, decision-making processes, and key success metrics HR teams use when managing internal mobility.
Our key research questions included:
How do HR teams currently track internal mobility?
What challenges do they face in preventing internal mobility in their organizations?
What data and insights do HR need to make better mobility desicions?
What tools or systems are currently in place, and what are their limitations?
How do internal mobility efforts impact retention, engagement and hiring costs?
Our key research questions included:
How do HR teams currently track internal mobility?
What challenges do they face in preventing internal mobility in their organizations?
What data and insights do HR need to make better mobility desicions?
What tools or systems are currently in place, and what are their limitations?
How do internal mobility efforts impact retention, engagement and hiring costs?
Our key research questions included:
How do HR teams currently track internal mobility?
What challenges do they face in preventing internal mobility in their organizations?
What data and insights do HR need to make better mobility desicions?
What tools or systems are currently in place, and what are their limitations?
How do internal mobility efforts impact retention, engagement and hiring costs?
Top Findings
Lack of Transparency
HR teams struggle to track and identify qualified employees due to fragmented data. Matching employees to internal opportunities is difficult and inefficient.
HR teams struggle to track and identify qualified employees due to fragmented data. Matching employees to internal opportunities is difficult and inefficient.
Lack of Opportunity Visibility
Insufficient communication and visibility of available internal roles leave many employees unaware of opportunities within the organization. leading them to look externally.
Insufficient communication and visibility of available internal roles leave many employees unaware of opportunities within the organization. leading them to look externally.
Inefficient & Manual Processes
Many companies rely on spreadsheets or outdated systems, making internal hiring slow, inconsistent, and prone to bias.
Many companies rely on spreadsheets or outdated systems, making internal hiring slow, inconsistent, and prone to bias.
Limited Career Pathways
Without clear career pathways, structured process and available roles, internal talents goes underutilized, reducing engagement and retention.
Without clear career pathways, structured process and available roles, internal talents goes underutilized, reducing engagement and retention.
Mnagerial Resistance & Talent Hoarding
Managers may block internal moves to retain top performers on their teams, limiting employee growth and career progression.
Managers may block internal moves to retain top performers on their teams, limiting employee growth and career progression.
Cultural & Structural Barriers
Organizational silos and a culture that does not prioritize internal development can stifle cross-functional moves and innovation.
Organizational silos and a culture that does not prioritize internal development can stifle cross-functional moves and innovation.
Solution
To address these challenges, we designed an Insights Screen to provide predictive, data-driven workforce analytics, helping HR teams proactively identify internal talent and reduce reliance on external hiring. By surfacing AI-driven recommendations. we designed two key insight-driven flows:
To address these challenges, we designed an Insights Screen to provide predictive, data-driven workforce analytics, helping HR teams proactively identify internal talent and reduce reliance on external hiring. By surfacing AI-driven recommendations. we designed two key insight-driven flows:
Flow 1: Suggested Position Backfill
Flow 1: Suggested Position Backfill
When a position becomes available, the system automatically suggests qualified internal candidates based on skills, experience, tenure, and career trajectory. HR managers can view why each candidate is a match, compare multiple candidates side by side, and refine suggestions using custom filters.
This AI-driven approach eliminates manual guesswork, reducing time-to-fill, external hiring costs, and employee loss while ensuring a data-backed selection process.
When a position becomes available, the system automatically suggests qualified internal candidates based on skills, experience, tenure, and career trajectory. HR managers can view why each candidate is a match, compare multiple candidates side by side, and refine suggestions using custom filters.
This AI-driven approach eliminates manual guesswork, reducing time-to-fill, external hiring costs, and employee loss while ensuring a data-backed selection process.
Flow 2: Employee Movement
Flow 2: Employee Movement
To support employee retention and career progression, the system proactively identifies top talent that meets the company’s internal mobility criteria and suggests promotion or lateral move opportunities. By surfacing personalized career paths, HR can ensure high-performing employees have clear growth opportunities, reducing attrition risks and disengagement. This insight enables HR teams to act before talent is lost, fostering a culture of career growth and strategic workforce planning.
To support employee retention and career progression, the system proactively identifies top talent that meets the company’s internal mobility criteria and suggests promotion or lateral move opportunities. By surfacing personalized career paths, HR can ensure high-performing employees have clear growth opportunities, reducing attrition risks and disengagement. This insight enables HR teams to act before talent is lost, fostering a culture of career growth and strategic workforce planning.
By combining these two flows, we created a data-driven internal mobility system that gives HR teams the insights they need to make informed, proactive hiring decisions—helping organizations retain top talent, reduce external hiring costs, and optimize workforce planning.
By combining these two flows, we created a data-driven internal mobility system that gives HR teams the insights they need to make informed, proactive hiring decisions—helping organizations retain top talent, reduce external hiring costs, and optimize workforce planning.