On average, each internal move added five months of tenure. Multiply that across Lennox’s 4,800 tracked internal moves, and the company effectively retained more than 2,000 years’ worth of institutional knowledge.
Gigs
Automatically match internal talent to critical business projects
Automatically match employees to short‑term projects and assignments based on skills, availability, and interests. Move faster, build skills through real work, and cut external hiring costs so your organization becomes more agile and productive.
Why organizations use Fuel50 Gigs
Modern work moves faster than headcount changes, leaving internal capacity underused, projects understaffed, and external hiring costs rising — an internal gig marketplace fixes this gap by connecting people to real work quickly.
Critical work stalls while costs rise
Without an internal gig marketplace, managers rely on slow, manual sourcing and contractors, delaying delivery and increasing spend when internal talent could do the work.
Opportunities are invisible and uneven
Employees can’t easily see stretch projects across teams, so development is ad‑hoc, engagement drops, and internal mobility lags because access isn’t transparent or fair.
Compliance and relevance are hard at scale
Generic postings create noise and risk — without audience targeting and governance, ineligible employees see gigs while the right teams miss them.
Staff critical work with confidence and develop talent along the way
Use internal gigs to fill projects quickly and give employees equitable ways to contribute, gain visibility, and grow skills on the job.
Create
- Create and post short‑term projects in minutes.
- Show each gig only to the right employees by location or team.
- Manage everything in one place with simple list, edit, and delist controls — and let multiple owners share the workload.
Discover
- Auto‑match employees to projects based on skills, experience, and aspirations to staff critical work faster using internal talent.
- Grow skills and mobility through real‑work, cross‑functional opportunities that feed analytics and show business impact.
“We really want to provide employees with transparency so they can understand their skill sets, recognize where they may have areas to grow, and have a better understanding of other opportunities they want to take on in the future.”
Tom Andriola
Vice Chancellor for Information
Technology and Data,
and Chief Digital Officer
Technology and Data,
and Chief Digital Officer
University of California, Irvine
“The concept of a skills gap is always going to be there. The question is, what is your organizational strategy to be able to continue to close those gaps when the target is constantly moving on you? And this is where a platform like Fuel50 becomes very, very powerful.”
Kaitlyn Warter
Senior Manager, Talent Management
Smartsheet
See where Gigs delivers outsized impact
If you need to staff critical work faster, cut external hiring costs, and give people fair access to stretch projects, Gigs delivers outsized impact across these industries.
Manufacturing
Increase workforce agility across sites by directing gig work to the right teams and locations, tapping internal capacity first to lower external spend.
Finance
Support risk, compliance, and transformation programs by mobilizing internal talent with governed access and explainable, fair matching — reducing reliance on contractors.
Pharma
Enable compliant internal mobility with governed, attribute-based visibility (location, business unit, function) so only eligible employees see and apply for relevant opportunities.
Tech
Increase productivity and velocity by matching people to short-term initiatives based on skills and interests, while giving transparent access to opportunities across teams.
How Lennox Increased Internal Mobility And Employee Tenure Using Fuel50
On average, at Lennox, each internal move added five months of tenure. Multiply that across Lennox’s 4,800 tracked internal moves, and the company effectively retained more than 2,000 years’ worth of institutional knowledge. Each goal added to an IDP was linked to 25 extra days of tenure, and each developmental action to another 17 days. Even a modest level of engagement—just a few goals and actions—could easily translate into an additional year of tenure for an individual.
Success Stories
Fuel50 is partnered with over 80 industry-leading brands.
University of California, Irvine
UCI is a strong advocate for learning, development, growth, and progression for students and employees alike. To ensure their employee experience is adequately supporting the needs and wants of their people, UCI conducts regular engagement and culture surveys.
CarTrawler
The team at CarTrawler noticed a common theme in their feedback surveys over the last few years – employees were craving career growth and development, but they lacked visibility into where those opportunities were and how they could access them. Marie Power, Director of Talent at CarTrawler, knew a complete…
Smartsheet
As Smartsheet continued to expand and grow, employees needed increased visibility into the opportunities available across the organization so they could discover future career paths, drive their own development, and take charge of their careers.
KeyBank
KeyBank needed a more modern way to align all employees across the organization, help them stay connected, feel included, and give everyone across the enterprise insight into their skills and capabilities.
Telecommunications Story
With Fuel50, this organization has created robust and diverse talent pipelines and made significant progress in succession planning across the business. Their HR department is now ready, armed, and able to focus on employee engagement and growth.
Relayr
As a fast-growing company in a highly competitive market, Relayr understands the importance of retaining skilled talent and they needed a solution that would broaden both their internal talent mobility and talent identification efforts.
Avalere Health
Avalere Health needed a way to scale skill identification in a highly acquisition-focused environment and understand what skill gaps they will need to close, to be future-ready. As a result, their overarching talent strategy needed to evolve.
NetApp
NetApp was looking to find a way to future-proof their talent. They wanted to enable and support internal talent mobility throughout their organization to ensure that they were developing and retaining their people.
Allied Irish Banks (AIB)
With a 94.72% uptake of the Fuel50 software and a new career structure, employees at AIB were empowered to develop their careers. Explore new opportunities, move in different directions, and progress in exciting ways.
Find out how Gigs can transform your business
Gigs FAQ
Gigs helps you staff critical work faster, reduce external hiring costs, and unlock underused internal capacity so projects move without adding headcount. It also strengthens workforce agility by connecting people to real work that advances priority initiatives.
Work changes faster than org charts; without an internal gig marketplace, delivery slows, contractor spend climbs, and employees can’t see fair, transparent paths to contribute and grow. Gigs turns skills data into action by matching people to short-term projects and assignments where they add immediate value.
By routing work to qualified employees first, Gigs cuts reliance on agencies and contractors while accelerating time‑to‑staff on critical efforts. Targeted visibility ensures only relevant employees see and act on opportunities, reducing noise and wasted effort.
Gigs makes opportunities visible and explainable across teams, giving people equitable access to stretch work that builds experience and increases engagement and mobility. Real‑work experiences become a growth engine, helping employees develop skills while the business hits outcomes.
Audience Targeting limits visibility by attributes like location, business unit, and function so only eligible employees see applicable gigs—improving relevance and reducing compliance risk. Governance features ensure transparency around who can view and manage opportunities across the organization.
Co‑ownership and centralized administration let teams share workload, keep applicants moving, and manage visibility without losing reporting continuity, even as volumes grow. This prevents bottlenecks and maintains control as usage scales across business units and regions.
You can track gig participation, adoption, and skill growth and connect them to business outcomes like faster staffing and reduced external spend. These insights show how real‑work opportunities build capability while improving delivery and productivity over time.
Top Resources
Learn more about the industry and insights from the Fuel50 Team
Fuel50 Simplifies Skills Creation, Mapping, and Governance, Saving Organizations Over 500 Business Days
LSEG Wins Prestigious Brandon Hall Group Award for Excellence in Technology
Fuel50 Partners with Visier to Drive Skills-Based Workforce Planning and Career Growth via Open Skills Initiative
Fuel50 and GTH Forge Strategic Partnership to Accelerate Skills-Powered Workforce Transformation Across Europe
Fuel50 Honored with Bronze Stevie® Award at 2025 International Business Awards®
Fuel50 Unveils Insights: The Executive-Ready Analytics Platform Reinventing Talent Intelligence
Fuel50 Named a World Top WorkTech Vendor for 2025
Fuel50 Announces Launch of ‘Succession’: Modernizing Skills-First Succession Planning for Agile Enterprises
Fuel50 Unveils Bold Rebrand, Positioning Itself as Leader in Solving the Global Skills Crisis
Award Winning Talent Intelligence Company Fuel50 Unveils ‘Skill Inventory’: Revolutionizing Skills Management
Give employees enough opportunity to grow and upskill via Gigs
