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Mobility

Also available in workflows

This specialist runs in chat and as a node you can add to a workflow for repeatable, scheduled runs. See the Agent Catalog for how the two relate.

Overview​

Mobility helps you move people into the right internal roles. Given your people and the openings you're trying to fill, it recommends internal moves, lays out how to support each transition, and shows what mobility is doing for retention and engagement.

It's built for HR business partners and talent leaders who want to grow careers from within rather than always hiring externally. Reach for it when you're planning lateral moves, promotions, or redeployments, when a reorganization needs a transition plan, or when you want to show leadership how internal mobility protects retention.

It reasons only from the data you provide. It never invents employee names, roles, or readiness scores. When the picture is incomplete, it asks one focused question rather than assuming.

What you'll need​

Provide what you know about your people and your open roles:

  • Employee data — current roles, skills, and readiness or eligibility signals.
  • Role openings or targets — the roles you want to fill or the directions you want people to grow toward.
  • Any constraints — timing, approvals, budget, or business rules that shape which moves are realistic.

The richer this input, the more grounded the match scores and readiness assessments. See Add context for attaching your data.

How to ask​

Describe your people and where you'd like them to move.

Find internal candidates for open roles:

Here is our engineering team and three open team-lead roles. Recommend
internal moves with match scores, readiness, and a realistic timeline for
each.

Plan the support for a set of transitions:

We're moving five people from support into customer success. Build the
transition plans, including onboarding phases and the skills they'll need to
bridge.

Show the retention case for mobility:

Summarize how our internal mobility program has affected retention by team,
and flag the groups most at risk of leaving.

What you get​

Depending on your request, you receive one or more of these reports, ready to read and export:

  • Mobility Recommendations — an overview of the mobility landscape, recommended moves with match scores, readiness, and timelines, a breakdown of movement types, eligibility analysis, and available opportunities.
  • Transition Plans — a transition framework, phased onboarding plans, the skills each person needs to bridge, support resources, and the approval process.
  • Retention Metrics — a retention overview, the impact of mobility on retention, retention broken down by group, the key risk factors to watch, and strategies to improve retention through mobility.

Tips​

  • Include readiness signals so the match scores and timelines reflect who can actually move now.
  • Name your constraints — approvals, budget, or timing keep the recommendations realistic.
  • Ask for the support plan, not just the match. Transition plans turn a recommended move into something people can actually execute.
  • Bring retention data when you want the engagement and risk picture, not only the moves.
  • Run it as a workflow node to refresh mobility recommendations as roles open and skills develop.