Have you ever been successful in getting an internal position?

6 Comments

1. Kate HopkinsMarch 27,2024 at 9:37PM UTC

   Here's my experience. I actually hit a wall with one of my previous employers - after 4 years in one role, I was really interested in promotion opportunities. I was being encouraged by my boss and another senior exec. I interviewed for two great internal opportunities - but was passed over for both. And then the senior exec who was encouraging me created a new position reporting to him that would have been perfect for me - except he filled it with an external hire without posting it. After that episode, I decided I needed to find my advancement opportunities elsewhere. After a short job search, I landed a job with a better title, bigger salary, etc.

   I don't bear any bad feelings for my old place (well, maybe a little for the senior exec who shut me out!). But at the end of the day, you need to be the advocate for your timeline for advancement - and sometimes your current company just isn't on that timeline.

   Good luck!

2. Kate HopkinsMarch 28,2024 at 2:19PM UTC

   BTW, I should add that during that same time that I was being shut out of advancement opportunities, I promoted/internally recruited a number of people in my organization into my department. Career development and advancement is a key part of retaining employees and is usually net positive for the organization. Internal advancement definitely can happen if you find a leader who values that. But actions speak louder than words - so if you aren't getting traction in your own company, it may be time to look outside.

3. Betty StridenMarch 27,2024 at 11:27PM UTC

   I haven't. I've noticed that internal positions tend to go to those who are more visible to leadership. I'm on my third attempt as well. If I don't get this one, I'll take a break from applying internally and apply externally instead.

4. AnonymousMarch 28,2024 at 12:29AM UTC

   I've had mixed luck with internal moves.
   In part it depends on whether the organization has a policy that supports internal hires or one that wants "new blood". Twice I've moved internally, and it went well. But another "trial" period in a different department went badly, and other internal interviews failed.
   (The trial period was similar to some posts here about organizations that asked for work as a "test" before hiring. Although I successfully got a new customer and set up the project, and even helped out when my "replacement" took a vacation at a critical time; they backed out of their commitment to make a decision and wanted me to stay on for an additional "trial" period. Luckily others valued the work I'd done and helped me find something else internally.)
   Another major factor is whether your current manager is supportive. Will he or she give you good recommendations and share a reason that's in line with the reason you give for the move?
   With some companies, it even works better to leave the company for a position with another company and then come back a few years later. Internal hires tend to come with lower or no raises.
   Good luck!

5. Jonna Ferguson, ACCMarch 28,2024 at 1:32PM UTC

   I've been part of and have observed others' internal moves (both lateral and upward) in each company I've worked for. Since these roles often require more responsibility, ability to influence others, and leadership qualities, the leaders responsible for hiring into these positions are often looking for candidates who differentiate themselves and show their capabilities consistently. Some things to try:

   Encourage positive communication between and within teams and work proactively with peers and leaders at all levels.

   Openly state you're interested in advancing and demonstrate the skills that it takes to operate in the positions you're interested in.

   Be visible and get exposure by taking on stretch projects to demonstrate your willingness and experience.

   Ask your leadership team and HR about development training programs you can be considered for and internal mentors who can support you in getting to the next level.

   Create a career growth plan for yourself and share it with your leader, to show how invested you are in your future and your journey within your company.

   This may sound like a lot of work, but these efforts aren't solely to help your current company be successful. The efforts are steps for making YOU successful. The practices build habits, experiences and achievements to add to your resume, and qualifications for your role at your next place of employment if your company doesn't elevate you.

   You can do this... Onward and upward!

6. AnonymousMarch 29,2024 at 1:28PM UTC

   I recently did a lateral move. Which wasn’t my intention but they closed my role so I was moved somewhere else. So that might not be the same since I didn’t have a lot of choices either move or be let go. The budget for the role is still with the other department so I have 3 managers instead of one. My old manager and now I have 1 TL and new manager. I wouldn’t call this a good example, but I guess I’m still employed.