Your Best Hire Already Works Here. The Problem Is Nobody Knows It.
The platform matches every open role to qualified internal candidates first, maps personalized career paths from real movement data, and turns your entire workforce into a searchable talent pool across every entity.
Platform Overview
Internal Mobility Intelligence That Sees Across Silos
Most organizations fill 80% of roles externally when half could come from within. The platform maps every employee's capabilities, trajectory, and readiness for movement across your entire workforce.
- Internal Talent Marketplace
- Scores every employee against open requisitions across six dimensions. Surfaces candidates who qualify but would never have self-selected.
- Career Path Navigation
- Maps personalized career routes for every employee. Shows Ready Now, 3-month, and 12-month paths with specific skill gaps and development actions.
- Cross-Entity Matching
- Normalizes job architectures across subsidiaries, maps compensation bands, and runs compliance checks to surface transfer-ready candidates in sister entities.
- Promotion Readiness Assessment
- Evaluates employees against next-level competency requirements continuously. Replaces political promotion decisions with evidence-based readiness scoring.
- Mobility Funnel Analytics
- Measures internal hiring conversion rates, stage-by-stage bottlenecks, and manager engagement the same way you measure external recruiting pipelines.
- Shadow Role Detection
- Identifies employees performing work above their designated level using NLP analysis of reviews, project data, and skill assessments. Flags pay equity risk.
Find the talent you already have.
Ask Meg who in your org is ready for their next role. No job boards, no agency fees, no guessing.
Common prompts (click to see!)
Meg AIHidden Internal Candidates -Product Manager
Talent Marketplace
Match Every Role to Internal Candidates Before Going External
Decomposes each requisition into structured requirements, queries the full employee index across all entities, and generates a ranked slate. Skill matching works from day one. ML ranking trains on your outcomes.
Career Intelligence
Show Every Employee Where They Can Go From Here
Constructs a navigable career graph from historical movement patterns, skill overlap, and demand signals. Employees see concrete paths, not aspirational frameworks. Managers get evidence, not opinions.
Enterprise Mobility
Move Talent Across Entities Without the Chaos
Normalizes incompatible job architectures, reconciles compensation structures, and orchestrates multi-stakeholder transfer workflows. For holding companies, this is the capability that turns headcount into leverage.
Your next great hire might already work here.
Meg matches internal talent to open roles before you go to market.
How it works
From open role to internal match
How Meg surfaces hidden internal candidates and builds transition pathways in days, not months.
Index
Build Your Internal Talent Graph
Meg maps every employee's skills, experience, performance data, career interests, and growth trajectory into a searchable talent graph. Updated continuously from HRIS and performance data.
Index
Build Your Internal Talent Graph
Meg maps every employee's skills, experience, performance data, career interests, and growth trajectory into a searchable talent graph. Updated continuously from HRIS and performance data.
Match
Surface Hidden Internal Candidates
When a role opens, Meg instantly identifies internal employees who match, including people who would never think to apply. Fit scores consider adjacent skills, not just exact title matches.
Match
Surface Hidden Internal Candidates
When a role opens, Meg instantly identifies internal employees who match, including people who would never think to apply. Fit scores consider adjacent skills, not just exact title matches.
Notify
Alert Employees to Relevant Opportunities
Employees receive personalized role recommendations based on their skills and stated career interests. No more relying on people to browse an internal job board nobody checks.
Notify
Alert Employees to Relevant Opportunities
Employees receive personalized role recommendations based on their skills and stated career interests. No more relying on people to browse an internal job board nobody checks.
Pathway
Show the Steps Between Here and There
For each internal match, Meg generates a transition plan: what skills to build, what experience to gain, and what timeline is realistic. Employees see a path, not just a posting.
Pathway
Show the Steps Between Here and There
For each internal match, Meg generates a transition plan: what skills to build, what experience to gain, and what timeline is realistic. Employees see a path, not just a posting.
Move
Execute the Transfer Seamlessly
When a match is confirmed, Meg coordinates the transition timeline, backfill planning, and knowledge transfer checklist between the sending and receiving managers.
Move
Execute the Transfer Seamlessly
When a match is confirmed, Meg coordinates the transition timeline, backfill planning, and knowledge transfer checklist between the sending and receiving managers.
Learn
Track Which Moves Succeed
Every internal move is tracked against performance outcomes at 30, 90, and 365 days. The model learns which types of transitions succeed and which need more support.
Learn
Track Which Moves Succeed
Every internal move is tracked against performance outcomes at 30, 90, and 365 days. The model learns which types of transitions succeed and which need more support.
Pricing
Simple, transparent pricing
Start with a single role or scale across the whole company.
Acquire & Retain
Unlimited hiring, retention intelligence, and internal mobility.
Get StartedDevelop & Succeed
Add succession planning, skill gaps, and leadership development.
Get StartedAll plans include Slack, Teams, and WhatsApp access. See full comparison
Common Questions
What Technical Buyers Ask About Internal Mobility
Direct answers to the questions we hear most from CHROs, TA leaders, and technical teams evaluating internal mobility intelligence.
- How does the marketplace score internal candidates against external ones?
- Both are scored on the same six dimensions. Internal candidates carry additional signal from performance data, project history, and cultural context. Organizations typically find internal matches outperform external hires by 15-25% on 12-month success rates.
- What data does internal mobility intelligence need to start delivering value?
- At minimum: HRIS employee profiles, ATS requisition data, and a skills taxonomy. Skill-based matching works from day one using embedding similarity. The ML ranking model activates after 100+ internal moves with 12-month outcome data, typically 12-18 months of operation.
- How does cross-entity matching handle different job titles and pay structures?
- The platform normalizes job architectures using rule-based mapping and NLP similarity detection. Compensation mapping compares current pay to target entity bands with configurable adjustment thresholds. Legal and visa compliance checks run automatically per jurisdiction pair.
- Can employees see their own career paths and mobility options?
- Yes. Employees access a self-service career map showing Ready Now, Short-Term, Medium-Term, and Aspirational paths with specific skill gaps and development actions. They also receive matched role notifications. Manager visibility is governed by configurable permissions.
- How does the system handle manager reluctance to release talent?
- Funnel analytics track manager engagement with internal candidate slates: screen-to-interview rates, cycle times, and decline reasons. The internal-first window enforces documented review. Manager mobility scores surface hoarding patterns for leadership visibility.
- How quickly can we expect to see internal fill rates increase?
- Marketplace matching produces internal candidate slates within weeks of ATS and HRIS integration. Organizations typically see internal fill rates rise from 15-25% to 40-55% within 12 months. The biggest early wins come from cross-entity visibility where qualified candidates were simply invisible.
Your Workforce Is Already Your Best Talent Pipeline
See how the platform matches internal candidates to open roles, maps career paths, and turns every mobility outcome into data that sharpens the next decision.