Your next great hire is already on your payroll.

Companies recruit externally for roles that could be filled internally. Get Ikigai makes internal talent visible — with transparent matching, gap analysis, and development timelines.

You keep paying €120K of external search fees for roles that a handful of current employees could do — and you only find that out when one of them resigns on their way to the competitor. Internal mobility is an official value on the wall; in practice it depends on which manager someone has lunch with.

AI-powered internal matching: employee profiles matched against all open positions with transparent reasoning. Career navigation for employees with qualifying chat. Internal freelancing marketplace for temporary cross-department lending.

Internal fill rate: 15–25% → 35–50%
Internal application rate: 3–8% → 15–25%
Time to fill (internal): same as external → ~50% faster
Cost per internal fill: N/A → €8K avg. (vs. €120K external)

Stop losing talent to the outside.

Heads of Talent, CHROs and the employees themselves — anyone who cares that internal mobility is measurable, fair and actually happens, rather than being a slogan on the careers page.

Internal candidates are invisible until the external req is posted. Your ATS only sees who applies. The people who would apply — if they knew the role existed and matched their skills — never show up.
Mobility-driven attrition. Top performers who wanted something new, didn’t see it here, and left. You pay twice: backfill cost plus lost knowledge.
Staffing by manager network. Cross-team projects get staffed by “who do I know?” — which systematically excludes talent in adjacent departments and reinforces silos.

How Get Ikigai solves it

Skill-based internal matching. Every open role is matched against every employee profile, with transparent reasoning, gap analysis and a concrete development timeline — not “who did the manager meet at the offsite.”
One-click internal application with qualifying AI chat. When an employee expresses interest, the AI asks role-specific follow-ups that deepen the profile on the spot — so the hiring manager gets real signal, not just a CV.
Cross-department project staffing. Internal freelancer marketplace for 3-month assignments: find the capability across the org, see availability, log the loan — both managers aligned.
Career navigation for employees. Each employee sees lateral and vertical options they actually qualify for, with the gap they would need to close. A real path, not a dead end.
Retention signal. The system flags employees whose current role has drifted from their stated aspirations — early warning before they start a job search.

How it works

Build the profile. AI interview captures skills, aspirations and mobility appetite; manager perspective confirms it.
Match continuously. Every new req and every new project is matched against the internal talent pool before external posting.
Qualify in-chat. Employee clicks “I’m interested”; the AI runs a short qualifying conversation and passes a structured profile to the hiring manager.
Move or lend. Permanent move with a development plan to close the gap, or a temporary cross-team assignment tracked by the system.

Measurable outcomes

Why now

AI-generated CVs are flooding external pipelines with noise at exactly the moment when the true cost of an external hire — fees, ramp time, cultural integration — is being scrutinised line by line. Meanwhile employees increasingly expect internal mobility as a retention condition, not a nice-to-have. A functioning internal marketplace is now the single cheapest and fastest hiring channel most companies own — and most of them are not using it.

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