Yes. Employees can explore paths privately. HR sees aggregate mobility signals, and managers see an employee only when the employee applies or shares interest.
Use case · Internal Mobility
Make internal opportunity easier to find than external jobs.
Ture turns internal mobility from a job board into an active talent workflow. Employees get Ture AI-guided career paths grounded in their SkillsID profile, hiring teams see skills-first matches, and HR can measure mobility without exposing private career exploration, so your people find their next role internally before they look externally.
Why internal mobility stalls
Employees cannot move toward opportunities they cannot see.
Internal career sites assume employees know what to search for. Managers rely on known networks. HR sees attrition after the decision is already made. Ture connects employee skills, open roles, learning paths, and manager review into one mobility loop.
- Employees get role recommendations based on actual skills.
- Hiring managers review skills before identity or tenure.
- Learning paths close small gaps before talent leaves.
- HR sees aggregate mobility signals without reading private plans.
What mobility teams get
A connected workflow for employees, managers, and HR.
Role discovery
Employees see internal roles ranked by skills fit, not keyword guesswork.
AI career paths
Ture AI helps employees compare paths, prepare materials, and decide what to pursue.
Gap-closing learning
Ture identifies the skills that block a match and routes employees to relevant learning or coaching.
Manager-ready profiles
Hiring teams review concise SkillsID profiles that explain fit, gaps, and adjacent experience.
Cohort controls
Scope mobility programs by function, region, role family, or workforce transition cohort.
Mobility analytics
Track internal applications, match quality, time-to-move, and learning progress in aggregate.
How the program moves
From hidden talent to active internal pipeline.
Employee experience
Personalized internal paths from day one.
Employees complete or import a SkillsID profile, then see internal roles and career paths they are qualified for today or could reach with targeted support.
- SkillsID profile generated from resumes and work history.
- Recommended internal roles ranked by skills fit.
- AI guidance for resumes, interviews, and path decisions.
Hiring workflow
Managers see adjacent talent earlier.
Open roles can surface qualified internal candidates automatically. Managers review skills-first profiles before personal identifiers, which helps teams widen the internal slate.
- Skills-first candidate cards.
- Name-blind review controls when needed.
- Talent pipeline workflow shared with external hiring.
HR oversight
Measure mobility without surveilling employees.
HR gets aggregate mobility reporting across cohorts, role families, and outcomes. Private employee exploration stays private unless the employee chooses to apply or share.
- Aggregate mobility funnel reporting.
- Function and cohort-level trend views.
- Privacy boundary between exploration and applications.
Mobility metrics
Signals leaders can act on.
32k
Skills mapped
across role, resume, and learning data
58k
Occupations matched
to adjacent pathways and open roles
21d
Avg time-to-move
from internal match to accepted role
1.8x
Manager throughput
with skills-first review workflows
Connected reading
Build mobility into the wider talent lifecycle.
Use case
Read storyRedeployment
Keep talent during workforce change with skills-first internal matching.
Solution
Talent Acquisition Teams
A skills-first workflow for internal and external candidate review.
Read storyProduct
AI Skills Translator
Translate experience into a normalized skills profile managers can trust.
Read story“I manage transition programs for 14 stores across the Prairies. Ture's saved views let me filter to my region in two clicks instead of building a pivot table every Monday. I now catch low-activation cohorts in the same week instead of finding out about them in next month's report.”
Aisha Rahman
HR Business Partner, Maple & Main Retail Group
Internal mobility, answered.
Turn internal mobility into an active talent channel.
We will show how Ture maps employee skills to internal roles, closes gaps, and gives HR the aggregate visibility needed to improve mobility.
