Mobility & Opportunities

What this achieves

Opportunities is where work inside your company is offered to the people already in it, whether that is a permanent move or a few weeks on a project. It exists so an internal candidate is considered before a role goes to the external market.

Not every move is a new job

The section covers four kinds of move, which differ in how long they last and whether the person leaves their current role.

Option	Description
Transfer	A full move into a different role.
Gig	A short piece of work alongside the person’s existing role. See Run a gig or project assignment.
Project	Staffing onto a defined project.
Secondment	A temporary placement elsewhere, with the expectation of returning. See Manage a secondment placement.

Example: James Whitfield takes a gig supporting a Finance system at HC Corp for a few weeks. He stays in Engineering and returns to it, so this is not a transfer.

Each type carries match scoring and its own approval, so a temporary gig is not treated with the same weight as a permanent transfer.

Matching, not only advertising

Because job profiles state their requirements and employees record their skills, Humavera can score how well a person fits an opportunity rather than waiting for people to find postings themselves. Recommendations work in both directions — suggesting opportunities to a person, and surfacing candidates for an opportunity.

Example: an opportunity requiring a skill James Whitfield has verified reaches him as a recommendation, rather than depending on him browsing the list.

A recommendation is a prompt for a human decision. Approval still applies, and a manager still has a say in releasing someone.

Talent pools

Talent pools are curated groups held ready for future need rather than for a current vacancy.

Option	Description
High potential	People identified for accelerated development.
Critical skill	People holding capabilities the company depends on.
Rehire	Former employees worth approaching again.

Example: when a role opens in Engineering, Sophie Clarke looks at the relevant pool first rather than starting a search from nothing.

Referrals

Employees can refer external candidates, with status and any payout tracked. Referrals point outward while the rest of this section points inward, but they sit together because both are ways of filling a role through people you already employ.

Referrals also work inward: refer a colleague to an opportunity flags someone already at the company to the people reviewing applicants.

Analytics that answer whether it is working

Mobility is easy to endorse and hard to measure, so the reporting is specific: the rate of internal moves, how long roles take to fill, internal versus external cost, and whether people stay after moving. Read mobility analytics covers the funnel, matching effectiveness, and which figures depend on opportunities being marked filled.

Example: if internal moves at HC Corp fill roles faster and cost less than external hiring, that is an argument for advertising internally first. Post-move retention shows whether the moves are working for the people making them.

What happens next

Opportunities draw on skills and readiness, so this section depends on those being maintained. A completed move updates the employee record, its reporting line, and its compensation history. Where no suitable internal candidate exists, the role moves to recruiting — and mobility analytics is what tells you how often that happens.