Workforce & HR · Internal mobility matching
Your next hire is already on the payroll — you just can't see them
When a role opens, most organisations post it externally before checking who already works there. The employee who would have taken it leaves eight months later for something a competitor called a promotion.
Banao builds internal mobility AI that matches employees to open roles on skill adjacency — not job-title keywords — and puts the match in front of managers and candidates before the external search starts.
The first call is free · 45 minutes · no obligation
What we build
What a Banao internal mobility build includes
Internal mobility is not a job board inside your intranet. It is a system that knows what each person can actually do and which gaps are closable — we build that layer.
Employee skill profiling from real work signals
We build profiles from HRIS data, performance reviews, project assignments, and skill assessments — not self-reported tags. The profile reflects what the person has actually done, not what they typed on a form.
Skill-adjacency matching, not keyword lookup
The system surfaces candidates who are one or two skill steps from the role, not just people who already hold the exact job title. That is where the high-retention internal hires come from.
Promotion-readiness scoring
Managers see a ranked shortlist with the reasoning attached — tenure in current role, stretch project history, performance trajectory, and the specific gap to close before the move. No black-box outputs.
Employee-facing role recommendations
Employees receive a feed of open roles matched to their current profile and development trajectory, before those roles go to an external search. Awareness is the first thing internal mobility programmes die without.
Manager and recruiter alerts on internal fit
When a role opens, the hiring manager sees a list of current employees who fit before the JD lands on a job board. Removes the default behaviour of posting first, thinking second.
Mobility outcome tracking
The system logs which matches converted, how the employee is performing one and two years post-move, and which role families consistently produce internal candidates — so the programme improves over time.
Dogfooding
We run our own internal mobility on the same stack
Banao operates a ~300-person engineering company. Before we place an external hire in any senior or lead role, we check the internal fit profile first. Roles that look like external gaps often turn out to be internal promotions the data already supports.
InterviewGod — the same product we sell — screens our own engineers for promotion and role-change readiness each week. When we build internal mobility AI for a client, we are describing a system we track our own career paths on, not a slide deck about what AI could theoretically do for talent.
Screens Banao's own engineering hires and promotion candidates each week.
Runs Banao's own talent pipeline and demand-gen end to end.
The honest version
When internal mobility AI is the wrong investment
We will say so before you start:
- Below roughly 200 employees, an HRIS filter and a monthly talent review meeting covers the same ground. The overhead of a matching system is not worth the scale.
- If role data in your HRIS is consistently stale — job titles that have not matched real responsibilities in years — the matching layer surfaces bad fits until the data is cleaned. The Sprint flags this in week one.
- If the real blocker is cultural — managers who routinely reject internal transfers to protect headcount — no tool will change that. It is a policy conversation, and we name it early rather than build around it.
How we start
How we start — map your talent before we build the match
We need to understand your actual HRIS data, role structures, and skill taxonomies before quoting a build. The Sprint does that in two weeks.
- 01
AI Discovery Sprint
2 weeks · fixed price
We audit your HRIS exports, map what skill and role data already exists, test matching feasibility on a real sample of open roles and employees, and return a build plan with an ROI estimate — yours to keep. If you proceed, the Sprint is credited against the build.
- 02
Build
We build the profiling layer, the matching engine, and the HRIS integration — with a manager-facing dashboard and an employee-facing recommendations view. No separate BI project required.
- 03
Production & iteration
The system runs on your live role data, with outcome tracking from day one. Match conversion rates feed back into the ranking model every quarter.
FAQ
Frequently asked questions
What HRIS systems does Banao integrate with?
We have built integrations with Workday, SAP SuccessFactors, Darwinbox, and BambooHR. The Discovery Sprint confirms what your system exports and flags any gaps in skill or role data before the build begins.
How does the system handle partial skill matches?
It ranks on skill adjacency rather than requiring a full match. A candidate who covers seven of nine required skills and has a history of picking up the remaining two in prior roles ranks higher than a candidate who matches on title alone. The reasoning is visible to the hiring manager.
Will employees see every open role or only matched ones?
Employees see a ranked view of roles relevant to their profile — not a feed of every open requisition. They can also browse the full list. The default is to surface signal, not noise.
How do we prevent managers from blocking internal candidates?
The system puts match data in front of HR and senior leadership, not just the hiring manager. When a strong internal match is skipped in favour of an external hire, the outcome is logged and visible. Accountability structures sit above the tool — we help you think through the policy design during the Sprint.
How long does a build take after the Sprint?
Eight to fourteen weeks for a production deployment covering profiling, matching, and HRIS integration. Timeline depends on the volume of employee and role data, HRIS API access, and whether a custom skill taxonomy needs to be built or one already exists.
Get started
Find out how many open roles already have an internal match
In the Discovery Sprint we pull a sample of your current open roles and employee HRIS data, run the matching model, and show you the results — before you decide whether to build. Two weeks, fixed price.
Book a Discovery Sprint