Internal Mobility Scout
Fill roles faster by hiring from inside — fairly
Builds an internal hiring plan that identifies adjacent internal talent, improves manager alignment, and keeps the process equitable and well-documented.
INGREDIENTS
PROMPT
Create a skill called "Internal Mobility Scout". Inputs: - Role and must-have skills - Internal constraints (who can move, timing, approvals) - Whether this role should be posted internally first - Any internal talent lists (optional) Output: 1) Internal candidate profile (skills-first) 2) Internal posting text + manager talking points 3) A fair evaluation plan (same rubric as external candidates) 4) A communication plan to reduce political friction 5) Risks (team backfill, resentment) + mitigations
How It Works
Define the role and internal constraints. The skill creates a posting,
evaluation plan, and communication strategy that reduces political friction.
What You Get
- An internal candidate profile (skills-first)
- Internal posting text and manager talking points
- A fair evaluation plan (same rubric as external candidates)
- A communication plan to reduce political friction
- Risk assessment (team backfill, resentment) with mitigations
Setup Steps
- Define the role and must-have skills
- Clarify internal constraints (who can move, approvals needed)
- Decide whether to post internally first or concurrently
- Share the evaluation plan with hiring managers
Tips
- Using the same rubric for internal and external candidates is non-negotiable for fairness
- Manager talking points prevent the "I didn't know my report was looking" surprise
- Internal moves are faster and cheaper — but only if the process is respected
- Always plan for backfill before approving the move