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Your next great hire is already on your payroll.

RippleHire surfaces internal talent alongside external candidates, giving your team a single workflow to fill roles faster, retain people longer, and reduce what you spend on outside hiring.

Schedule a Demo
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The talent you need may already be in the building.

Most enterprises default to external hiring when a role opens. The internal candidate who could do the job - and stay - never gets a fair look. RippleHire makes internal talent visible before you start spending on agencies and job boards.

One platform, every internal mobility channel.

Publish open roles to employees before or alongside external sourcing — one action, configurable visibility
Employees apply through a dedicated portal without navigating a separate system
AI-powered skills matching surfaces internal candidates based on capability, not just job title
Parallel pipelines let you evaluate internal and external candidates in the same workflow
Structured approval routing for lateral moves and planned redeployments
Every internal transfer logged with a full audit trail for compliance review

Set the rules once. The portal runs the program.

RippleHire gives TA teams, HR ops, hiring managers, and employees a shared view of every open role and every internal candidate - no silos, no status chasing.

TA teams manage internal and external pipelines in one place

HR and RMG plan redeployments with structured approval workflows

Hiring managers see internal candidates alongside external applicants

Employees find and apply for open roles through a dedicated portal

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It’s not just about writing faster. It’s about hiring better.

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Lower cost per hire

Filling a role internally costs a fraction of external recruitment, with no agency fees and faster time-to-productivity.

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Better retention

Employees who see a path forward stay longer. Internal mobility turns career growth from a promise into a visible process.

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Faster time to fill

Internal candidates already know the organization. Ramp time is shorter and the risk of a bad fit is lower.

RippleHire makes internal mobility a structured, visible process - not an afterthought. Set it up once, and internal talent flows where it is needed.

See it in action
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FAQs

1. What is internal mobility in RippleHire?

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.

2. Can internal and external candidates be evaluated together?

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.

3. Do candidates need to schedule a time for AI screening?

RippleHire uses AI-powered skills matching to surface employees whose capabilities fit an open role, regardless of their current job title or department.

4. What happens when an employee applies for an internal role?

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.

5. Can managers block internal applications?

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.

6. Does internal mobility help with retention?

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.

7. Is internal mobility a separate module?

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

8. What types of companies use RippleHire for internal mobility?

Large enterprises across IT services, BFSI, GCCs, and consulting - where bench utilization, redeployment, and retention are active priorities for HR and RMG teams.