Your next great hire is already on your payroll.

RippleHire surfaces internal candidates for open roles through a dedicated Internal Job Posting portal, skills-based matching, and redeployment workflows — all within the same ATS your TA team uses for external hiring.

Yes. Internal candidates move through the same pipeline view as external applicants. Hiring managers and recruiters see all candidates in one place, with consistent evaluation criteria applied across the board.

Skills-based matching surfaces employees whose capabilities fit an open role, regardless of current title or department. Someone in operations who has the skills for an analytics role will appear, even though their job title would never have surfaced them. 

They apply through a dedicated employee portal. Their application enters the standard pipeline, with the recruiter able to see they are an internal candidate. Manager approvals and transfer workflows are handled within the platform.

RippleHire gives organizations control over how the workflow is configured. Approval routing, manager visibility, and escalation paths are all configurable to match your internal mobility policy.

Yes. Employees who see open roles and a clear path to apply are less likely to look externally for their next move. Internal mobility makes career growth visible, not just aspirational.

No. The Internal Job Posting portal, skills matching, and redeployment workflows are built into RippleHire. There is no additional tool or login required.

Yes. Open demand is matched against available bench resources automatically, and redeployments route through the same approval workflow as external hires. IT services and consulting firms use it to cut bench cost alongside their lateral hiring.