How to apply for an internal role

One of the ways we encourage the growth and development of our employees is through internal mobility. Read through our process and tips on applying for an internal role. 

⚠️ Pyn note to HR: Update this communication with the process for applying for an internal role at your company. We have provided general guidance below. 

Before you apply 

1. Check our internal job board

Take a look at our internal job board [HERE]. We regularly update this site as new roles become available. You can sort by department, location, level, and title.

Each posting includes a job description and skills and knowledge required. All candidates (whether internal and external) are held to the same hiring criteria. 

2. Review our policy on internal role transfers

Familiarize yourself with our policy on internal transfers. We want to be sure to set clear expectations with anyone who is interested in a new role. 

1. Internal applicants will not be given special consideration or preference for open or new positions.
2. Jobs may be posted internally, but we don’t require that all roles be available for internal candidates.
3. All available positions are simultaneously communicated externally and internally. The application process is the same for both internal and external candidates.
4. To be eligible for a transfer, employees must be: Employed in their current position for at least six months, Be in good standing (not on a Performance Improvement Plan or have other documented performance issues), Successfully pass any special screening processes required for the position of interest, including but not limited to background investigations, reference checks, drug screens, and skills assessments. 

3. Have an informational interview with the hiring manager

Once you’ve decided you’d like to pursue a role we suggest you start with a short informational interview with the hiring manager of the role you are interested in. The name and contact info of the hiring manager is listed underneath the job description. Send them an email requesting an interview.

Note: This is a pre-application step and does not guarantee you an interview nor means that you must follow through with an application. This is research - the goal is to learn more about the role and the requirements.

If you and the hiring manager both agree that you should apply, the hiring manager will reach out to the recruiter assigned to the role to set you up for the process. This is not a guarantee of an interview or a job offer. 

How to apply 

1. Speak with your current manager

If both you and the hiring manager decide you should apply for the role, the first step is to speak with your current manager. We want to encourage transparency and honesty - share the reasons why you’re interested in the new role. The best possible sponsor/reference you could have is your current boss, so ask for their support and don’t forget to let them know how much you’ve appreciated working for them. 

You can also use this as an opportunity to discuss the feedback your current manager would give a potential new manager about your performance, should they seek it out. We understand that the desire to transfer may be related to various factors. If the factor is a desire NOT to work with your current manager, this can be a difficult conversation to have and shouldn't prevent you from pursuing a new role.

2. Apply on the job board

Apply on the job board and prepare for the role just like you would for an external interview. If you have any questions about the role or the process, please reach out to your HR Business Partner. In all cases, the applicable HR Business Partner will be informed via email, before a transfer is confirmed.

Customize your resume for the job, prepare a cover letter, create a portfolio of work examples if applicable, and prepare a list of internal references/sponsors who will vouch for your background, skills, and work performance. (In the case of transfers, it is expected and required that the new manager will check with internal references including previous and current managers). You should treat the interview as if you were an external candidate, meaning assume the interviewer is not familiar with you or your professional background.

After you apply 

1. The recruiter will be in touch with you on the next steps including potential interviews. 
2. Before the offer is made the recruiter will confirm with you that your new manager has been reached out to. They will discuss the new internal opportunity and that an offer will be made.
3. Compensation and stock options may be reviewed during the hiring process to reflect the new level and position.
4. If you accept the offer, your current and new managers will agree on a reasonable and speedy transfer plan. Two weeks is standard but may be adjusted to limit impact on people and projects. 
5. The Recruiter and Hiring Manager will review the offer details with you and a new contract will be sent out following the hiring process
6. If you are not hired for the role, you will have the opportunity to meet with the HR Business Partner to get feedback to help you with future opportunities.