It was the best office holiday party of all time… until James realized he was the only one who didn’t know about the new leadership changes coming in Q1. The entire sales department had been quietly networking for months, lining up for promotions and lateral moves while he was obliviously working away at his desk.
That was the moment James decided: No more playing catch-up. If opportunities were moving internally, he was going to be ahead of the game next time.
The Hidden Job Market—Inside Your Own Company
We often think of networking as something you do when job hunting externally, but internal networking might be even more powerful.
Why? Because most internal job openings are filled before they’re even posted. Your company is like a chessboard—if you’re not thinking strategically about your next move, someone else is already planning theirs.
So, how do you make internal mobility work for you?
1. Play the Long Game
The best time to start networking internally isn’t when you want a new role—it’s months (or even years) before. Internal mobility favors those who have built trust and visibility over time.
- Get on people’s radar. Start with your manager. Express your career interests, ask for advice, and request stretch assignments.
- Build a reputation beyond your team. Engage in cross-functional projects, join employee resource groups, and volunteer for initiatives that give you exposure.
- Be proactive about mentorship. Seek out a mentor in a department you’re interested in. If formal mentorship programs aren’t available, reach out for casual coffee chats.
2. Information Interviews—Not Just for Job Seekers
Think information interviews are only for external job searches? Think again. Conducting casual career conversations within your company is one of the smartest moves you can make.
Here’s how to do it without looking like you’re plotting an exit strategy:
- Frame it as career growth, not job hunting. Say, “I’m interested in learning more about career paths within the company. Could we chat for 15 minutes about your experience?”
- Be prepared. Ask about their role, their department’s goals, and the skills that are most valued.
- Follow up. If you hear about a potential opening, you now have an internal ally who might vouch for you.
3. Make Your Work Speak for Itself—And Then Speak About It
You can’t rely on your manager to advocate for you. You need to own your career growth by ensuring your impact is visible.
- Be vocal in meetings. Don’t just contribute—summarize, provide insights, and ask strategic questions.
- Share your wins. Instead of just doing great work, ensure the right people know about it. Keep a “brag document” and highlight key achievements in team updates.
- Position yourself as a leader. Even if you’re not in management, you can lead by mentoring junior employees, training new hires, or offering solutions that improve efficiency.
4. Build and Record a 5-Slide PowerPoint Presentation
A great way to solidify your internal brand is by creating a short PowerPoint presentation highlighting your strengths and contributions. Think of it as your personal highlight reel.
- Slide 1: Introduction – Who you are, your role, and career aspirations.
- Slides 2-4: Three key impacts you’ve made at the company, supported by metrics or anecdotes.
- Slide 5: How you can contribute further to the company’s success.
Record yourself presenting this and share it with mentors or trusted colleagues for feedback. You never know when a leadership opportunity will arise, and having this prepared gives you a powerful way to advocate for yourself.
5. Engage with Leadership Without Overstepping
Getting noticed by decision-makers doesn’t mean bypassing your boss. It’s about strategic visibility.
- Attend company-wide meetings and ask insightful questions. Smart, concise contributions make you memorable.
- Volunteer for high-impact projects. Leaders notice the employees who step up when initiatives need champions.
- Show appreciation. A simple email to a senior leader thanking them for an inspiring talk or initiative can open doors to future conversations.
6. Don’t Just Wait for Openings—Create Them
Sometimes, the best opportunities aren’t advertised. If you’ve built strong relationships and identified gaps in your company’s strategy, you might be able to pitch a role that fits both your skills and the company’s needs.
- Identify a business challenge you can solve. Propose a project or role that aligns with your strengths and company goals.
- Get internal buy-in. Have conversations with key stakeholders before making a formal proposal.
- Be patient but persistent. Organizational change takes time, but if you’ve positioned yourself well, you’ll be top of mind when the right opportunity arises.
Your Next Move Starts Today
Internal mobility isn’t about waiting for the perfect role to land in your inbox—it’s about actively shaping your career path. The people who succeed aren’t just good at their jobs; they’re good at making sure the right people see their value.
So, what’s your first step? Schedule a coffee chat. Volunteer for a new project. Speak up in a meeting. Small, strategic moves today will set you up for the internal opportunity you want tomorrow.
Need help positioning yourself for your next internal move? I’ve helped thousands of professionals land the right opportunities—let’s chat. Visit www.kyladuffy.com for expert career coaching and resume support.
