The best candidate for the role may already work here
Put an employee forward for an open role and they go through the same process as everyone else — same pipeline, same scorecards, same evaluation report. No account for them to create, and no separate system to buy.
Internal candidates, handled properly
Most teams look outside because looking inside is manual. This turns the people you already employ into candidates you can actually compare.
Employees as records, not accounts
Add an employee with their name, role, department and start date — by hand or from a spreadsheet. They never create a Hireall login, and nothing about them is visible to any other employer.
Readiness for a specific role
Pick a target role and see how the competencies on record line up with what it asks for. The figure is a weighted comparison computed on our servers. When there is nothing to compare, it says so instead of showing a number.
A career compass, on request
Ask for a written development plan: what the person already brings, what the role asks for and concrete next steps over three horizons. It costs credits, runs only when you ask, and is off until you switch it on.
Something to give the employee
Share the plan through a personal link that needs no account, valid for 30 days and revocable. The readiness figure stays with you — the employee sees a development plan, not a verdict.
Tell them first
Using hiring data to weigh an internal move is a change of purpose. You cannot create the record until you confirm the employee has been told, and we stamp who confirmed it and when.
Nothing new to learn
An internal candidate is an application. Your stages, scorecards, match score, evaluation report and offer flow all work on them unchanged, so the panel compares like with like.
Add them to the role, not to a side list
The moment you put an employee forward, the platform creates an ordinary application. Everything you already use applies to it — and two things deliberately do not.
A development plan, not a rating
The career compass is written for a conversation. A model writes the text; it never produces the number, and it is told what it may not say.
Three moments this changes
Internal mobility is usually a conversation nobody has time to prepare for. These are the moments it stops being one.
A role opens and you want to look inside first
Before the job goes to a board, see who already works here and could do this work.
- Filter the people you have recorded by department or by who told you they are open to a move.
- Compare each of them against the role in the same pipeline the external shortlist will use.
- Keep the job unpublished while you do it, then open it externally if nobody fits.
Someone asks what the role would need from them
Answer with something specific about the work instead of "keep doing what you are doing".
- Generate a career compass against the role they asked about.
- Read it first, edit your own view of it, then share the link with them.
- The steps come with horizons, so the next conversation has a date attached to it.
A team is changing shape
When roles move, you need to see which competencies you already have in the building.
- Record the affected team once, then measure them against each of the new roles.
- Stale profiles are flagged, so you refresh what matters instead of trusting a year-old CV.
- Every assessment is written down, which is what you will need if a decision is ever questioned.
What people ask before they turn it on
Short answers. The longer ones are in the AI Transparency Notice and the candidate privacy notice.
No. There are no employee logins and no self-service portal. You keep the record; if you want to share a career compass, the employee opens a personal link with no sign-in. That link expires after 30 days and you can switch it off at any time.
No, and it is not built to. The readiness figure is arithmetic computed on our servers — a weighted comparison of the competencies recorded for the person and the ones the role asks for, plus any match score that already exists. No model produces it, and no automation rule can read it, so nothing in the platform acts on it. The model writes only the development text, and sentences that judge the person — suitable, qualified, ready, should be appointed — are stripped in code before anyone sees them. What this feature does is help you run an internal application like any other application. It is not designed to decide, or to advise on, appointments, pay or whether someone keeps their job; those are yours to make, outside the product.
Not today. You add employees by hand or with the same bulk upload you already use for candidates, and anyone you hired through Hireall is already a record in your account. Our HR-system connections write a new hire out to your HRIS; they do not read your existing employees back in.
No, and we would rather you did not use it as one. There is no nine-box grid, no appraisal cycle, no potential rating and no succession plan. It answers one question — how does this person line up with this role — and our acceptable use policy says a readiness figure must not be the sole basis for a decision about a promotion, an assignment or someone’s employment.
Tell the employee before you record them; the product will not create the record until you confirm you have. Keep what you record accurate and give people a way to correct it. Treat the output as input to a conversation. And remember a profile captured at hiring time ages — we flag records that have not been refreshed for a year for exactly that reason.
Look inside before you pay to look outside
See an employee measured against a live role in a 30-minute demo.
Talk to our team
Tell us about your roles and team size — we'll map Hireall to your hiring process and the plan that fits.
Contact sales Priced per company, not per seat