Improving Internal Mobility Practices

What's going on in the market? May Job Numbers: Surge in Interest, Stalled in Action The May job numbers are giving us whiplash. Job openings hit a 12-month high—up 6% year over year. Applications? Up 17%. On paper, it looks like a hiring boom. But that’s not what’s happening. Hiring is flat. Literally 0% change. Employers are posting jobs, collecting résumés… and then waiting. Internal hires are up 6%, but external hires are barely moving (+1%). At the same time, jobless claims are climbing. Initial claims rose to 240,000—above forecast and up from the previous week. Continuing claims hit 1.92 million, the highest since 2023. That’s not panic territory, but it signals something deeper: people are staying unemployed longer, and hiring is moving slower than headlines suggest. What does this mean for recruiters and HR leaders? It means strategy has to evolve—again. We’re in a “selective but not frozen” market. And if your playbook hasn’t been updated in the last 90 days, it’s already stale. Here are 4 moves smart orgs are making: 1. Internal Mobility Is the Power Play With external hiring inching forward, promoting from within isn’t just smart—it’s necessary. Cheaper, faster, and lower risk. 2. Candidate Experience = Brand Reputation 96% of job seekers say hiring process efficiency affects how they view your company. Poor comms, ghosting, and bloated applications aren’t just process issues—they’re brand killers. 3. Gen Z Is Hunting, but They’re Not Settling 4 in 5 Gen Zers are looking, but they want speed, transparency, and clear growth paths. If your EVP doesn’t speak to that, you’re invisible to the next wave of talent. 4. AI Can Assist—But Shouldn’t Replace Only 1 in 5 candidates thinks AI improves fairness. Use it to enhance—not replace—human decision-making. And communicate that clearly. Bottom line 👇 The May job market isn’t crashing. It’s recalibrating. Volume is high, but action is slow. If you’re still measuring success by time-to-fill alone, you’re missing the plot. Speed isn’t the differentiator anymore. What sets teams apart is how well they elevate internal talent, communicate with clarity, and preserve human connection in an age of automation.

You don't have to quit your job to reinvent your career. I know my content might suggest otherwise — I talk about leaving banking, saying no to big tech, building on the side. But not every path looks like mine, and I want to keep this corner of the internet nuanced. Let me introduce you to Ed Essey. He's a Senior Director at Microsoft who's been there for 20 years and grew his Instagram to 100K+ last year within a few months. We initially connected because he said my story resonated with him. I was surprised — on paper, we couldn't be more different. I'm a "job hopper" who's bounced between banking and tech. Ed built his entire career at one company. But here's what he did inside Microsoft: → Worked on early products like InfoPath and Office Server → Moved into parallel computing in DevDiv → Taught design thinking to 22,000 engineers over 200 days → Built cross-functional influence across the org Every time he got an external offer, he went to his manager and said "I want to work on different problems." And his manager shaped his role around that. He didn't need outside leverage. He just articulated what he wanted to learn and why it mattered to the business. The teaching stint is what resonated most with me. He was terrified of public speaking but said yes anyway. That year completely rewired his confidence and gave him the foundation for later building his personal brand outside the company. Internal pivots don't get the same attention as external ones because they feel less exciting. They're harder to execute but can be more powerful. You don't always have to blow everything up to grow. Sometimes the opportunity is already where you are. If you're thinking about switching things up without leaving your job, I asked Ed to break down how he navigated internal pivots throughout his career in my newsletter this week: https://lnkd.in/eviQgRVv

12% internal hires sounds like a small number. In context, it is a statement of intent. This came in a year when India's tech job openings fell 24% compared to the previous year. Companies were tightening, becoming more selective, and pulling back on external recruitment. In that environment, actively choosing to fill roles from within, and treating it as a deliberate first choice rather than a cost-saving fallback, signals something important about the depth of investment Flipkart has made in its own people. Consider the contrast. Many large technology and consulting firms still rely on lateral recruitment for 35 to 40% of total hires. That model treats talent primarily as something to be sourced from the market. Flipkart’s model treats talent as something to be grown from within, then trusted across entirely new functions and domains. The mechanics here are worth understanding. These internal moves span significant functional gaps: category management to supply chain, marketplace roles into fintech. Employees make these transitions without prior domain experience. What bridges the gap is a combination of cultural permission to experiment, leadership that backs people over profiles, and a rigorous learning structure built to support the transition rather than assume competence from day one. The ManpowerGroup Employment Outlook Survey placed India among the top countries globally for hiring intent in 2025, even as companies balanced expansion with efficiency. That combination of cautious growth and rising skill demand is exactly where Flipkart's internal mobility model delivers its highest value. When external talent is expensive and harder to retain, the depth of an internal pipeline becomes the asset that matters most. 12% today. The direction of travel is the real signal worth watching. #Flipkart #InternalMobility #TalentStrategy #HRLeadership #FutureOfWork https://lnkd.in/gWR2Q3Ke

Following up on my earlier post about navigating Dubai’s competitive job market, I want to take a closer look at tip number two: Explore opportunities within your current organisation. Over 11 years ago, I moved from London to Dubai with Barclays. This move was a result of exploring internal opportunities and taking the initiative to align my career goals with the organisation’s growth strategy. It proved to be a pivotal step in my career, and I encourage others to consider the possibilities within their current employer. Here is how you can approach this effectively: 💬 Start the conversation: Speak to your manager about your career aspirations and interest in roles or projects in Dubai. Transparency and proactive dialogue can open unexpected doors. 🤝🏾 Build cross-departmental relationships: Networking internally with colleagues from other teams can help you discover opportunities you may not have been aware of, especially in regions like the UAE. 📚 Upskill and align: Engage in internal training, mentoring, or projects that position you as a candidate ready to take on new challenges, including international roles. 📊 Pitch a business case: If your company is not yet in the UAE, consider presenting a business case. Highlight market trends, potential growth areas, and the strategic value of expanding into the region. Showcase your understanding and readiness to contribute to this initiative. 🌟 Stay visible: Deliver consistent results in your current role, and volunteer for stretch assignments or UAE-related projects to demonstrate your potential and commitment. “The grass isn’t greener on the other side. It’s greener where you water it.” Have you explored internal opportunities in your organisation? Let me know your thoughts or experiences below! Here are my full top five tips: 🦄 Highlight your unique value proposition. 🌍 Explore opportunities within your existing company. ✈️ Visit and network on the ground. 💻 Utilise online platforms. 🏆 Be committed and consistent. You can watch the original LinkedIn video here: https://lnkd.in/d8VRdfZe #JobSearchTips #CareerGrowth #DubaiOpportunities #InternalOpportunities #CareerAdvice

You know you could be doing more and earning more. But it's a brutal job market out there. This is when smart professionals start executing an internal promotion strategy. Who has the greatest chance of landing a new role? The internal candidate. Here are 10 proven strategies to position yourself for an internal promotion: 1️⃣ Deliver Value Above Your Current Role  ↳ Consistently exceed expectations with your current work  ↳ Identify potential issues proactively, and solve them  ↳ Measure and quantify your impact 2️⃣ Increase Visibility  ↳ Volunteer for cross-functional projects  ↳ Document wins outcomes through monthly reports  ↳ Attend company events to meet senior leaders 3️⃣ Grow Your Skills Strategically  ↳ Address any skill gaps looking at promoted colleagues  ↳ Use company learning options or fund your own training  ↳ Seek out public speaking opportunities (Toastmasters is a wonderful, free option) 4️⃣ Communicate Your Ambitions Tactfully  ↳ Share your career goals with your manager  ↳ Ask for feedback and expectations for promotion  ↳ Create a portfolio of achievements to review 5️⃣ Find Advocates and Sponsors ↳ Identify and build relationships with people above you ↳ Ask for informal meetings with leaders you admire ↳ Share your achievements and ambitions 6️⃣ Take on Stretch Assignments ↳ Seek out projects that prepare you for your target role ↳ Ask for challenging assignments to show you're ready ↳ Be the one who delivers on urgent deadlines 7️⃣ Monitor and Apply for Internal Opportunities ↳ Watch internal job postings and apply immediately ↳ Look at lateral moves that may broaden your experience ↳ Speak directly with hiring managers about your interest 8️⃣ Negotiate Fairly and Professionally ↳ Know the market and negotiate your new salary ↳ Do NOT take a promotion in title only ↳ If offered a future promotion, get it in writing with a deadline 9️⃣ Be a Model Employee ↳ Be someone everyone wants on their team. ↳ Build a reputation for reliability, discretion, and EQ ↳ Don't engage in negativity or complaining 🔟 Stay Patient and Persistent ↳ Building a case for promotion takes time and consistency. ↳ This won't happen overnight ↳ If rejected, take the feedback and grow from it 💡IMPORTANT TIP: Continue to grow your network externally and stay connected! 🎉You've got this and I've got you!🎉 ♻️ Share to raise awareness around ageism 🔔 Follow Sarah Baker Andrus for more career strategies 📌Need a change? DM me to chat!

I met up with a former candidate I placed who is now a CFO of a Digital Bank. When we first spoke (over 5 years ago) he was concerned about being pigeonholed if he continued to stay in Internal Audit so was adamant he wanted to leave. In reality, I've seen the opposite play out time and time again. Strong Internal Auditors develop a commercial understanding of the business that very few other functions get. They see how strategy translates into execution, where controls really matter, where they fail, and how risk decisions are made under pressure. Over the years I have seen Auditors move into CRO, CFO, COO, Strategy, M&A, Compliance, Risk, FinCrime and senior commercial roles. Not because IA was a stepping stone they rushed through, but because they used it properly. The difference between those who progress and those who stall is rarely technical ability. It is curiosity, judgement, relationship building and the confidence to challenge constructively. Internal Audit rewards people who ask good questions, can join the dots and are comfortable outside of their comfort zone on a regular basis. For any Internal Auditor, early or mid-career and thinking about their next move, it is worth asking whether the issue is Internal Audit itself or simply how you are choosing to use the role you’re in. If you are questioning whether Internal Audit is holding you back, feel free to reach out. In my experience, it often does the opposite when approached in the right way #internalaudit #auditcareers #financialservices

I’ve been looking at our latest dataset from IOJobs.org, which tracks openings across 100+ intergovernmental organisations. As of 1 November 2025, there are just over 2 000 active vacancies worldwide. A few things stand out: · The United Nations system still shows the highest number of vacancies — over 300 across agencies — but take those with a grain of salt. The UN is facing a serious liquidity and budget crisis, with several entities freezing recruitment or relying heavily on short-term funding. Many of the advertised “open” posts are likely internal competitions or positions unlikely to be filled externally. (Take it from me — I’ve applied for a few.) · The European Space Agency and IOM now rank among the top recruiters, and both seem to be growing. · The most common fields are still programme management, administration, and communication/partnerships — the connective tissue of the system. · The United States, Switzerland, the Netherlands, France, and Germany host most duty stations, though decentralisation is gradually increasing. · Remote or hybrid jobs remain the exception rather than the rule. If you’re exploring roles in this space, it’s worth doing a bit of due diligence. Ask about the sustainability of funding for the post during the interview. Many organisations depend on extra-budgetary or project-based contributions, and a position can vanish as quickly as it appeared. The bigger picture: international organisations are still hiring, but selectively. The trend favours people who can work across disciplines, navigate uncertainty, and deliver impact in leaner environments. Still, don't be discouraged: if you want to work in this space you will land a job. Just be patient and keep on applying. #InternationalJobs #UNCareers #GlobalDevelopment #PublicService

Promotion ≠ Progress. In Medical Affairs, lateral moves can fast-track your career more than a title ever will. For years, we were told there’s one path: MSL → Medical Advisor → TA Lead → Medical Director → Senior Director Linear. Predictable. Upward. But here’s the reality: careers don’t look like ladders anymore. They look more like maps now. Some of the smartest leaders I know grew by stepping sideways, not just up. Here’s what that looks like: MSL → Medical Advisor → RWE Manager → Senior Product Manager → Senior sales lead → Franchise Head → Director, External Engagement → Senior Director, Digital Operations → Senior Director, Medical Excellence. No two steps the same. Each one builds range, systems thinking, and cross-functional influence. And most importantly, the possibilities and combinations are endless. Because in today’s Medical Affairs landscape, growth isn’t about staying in one lane. It’s about learning how the whole system works. Don’t just chase promotion. Build perspective. 💬 What’s the most unexpected move that shaped your career?

I often get questions in my mentorship sessions: “I’m in operations for 15 years, can I move to sales?” “I’m in sales but want to explore marketing or training.” “I’m in finance but want to shift to inside sales.” According to FlexJobs, 69% of workers have changed or considered changing career fields in the past year Career transitions are possible but they must be intentional. My own journey moved from Biology → Operations → HR → Sales, and the “pleasant accidents” taught me more than my plans ever did. Before switching, ask yourself: Is this a sustained pull or a momentary excitement? Track your interest for 30–60 days using a simple journaling app (Notion/Google Keep). Does the excitement stay or fade? Have I tested the waters through projects, shadowing or cross-functional tasks? Pick 1 cross-functional project or shadow someone using platforms like CoffeeChat or internal buddy programs Am I ready to start as a learner again? Be brutally honest. Do my strengths align with what the new role truly demands? Take a strengths tool like Gallup CliftonStrengths or 16Personalities and map results to role requirements (resilience for sales, storytelling for marketing, discipline for inside sales) Transitions aren’t scary when you plan them, prepare for them and then commit with full conviction. #Careeradvice #careershifts #transition #leadershiplessons