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
Stop hiring externally for work your people can do
Gigs matches employees to short-term projects based on skills and availability. Managers post a project, the right people surface, work gets done. No contractors. No req approvals. No three-week sourcing cycle.
Why organizations like yours use Fuel50 Gigs
Managers need people for project work. Employees want exposure to new challenges. Without a system connecting the two, managers default to contractors and employees don’t know the work exists.
Staff projects in days, not quarters
Without Gigs, managers source manually — emailing around, checking with their network, or spinning up a contractor SOW. Gigs routes work to qualified internal people first. Projects start sooner. Costs stay lower.
Make stretch work visible and fair
Most internal project opportunities travel by word of mouth. That’s not equitable and it’s not scalable. Gigs surfaces opportunities based on skills and eligibility, so access doesn’t depend on who you know.
Scale without losing control
As more teams post gigs, governance matters. Audience targeting ensures only eligible people see relevant projects. Co-ownership prevents bottlenecks. HR gets oversight without becoming the traffic cop.
Post a project. Get matched talent. Move.
Gigs gives managers a fast, governed way to staff short-term work with internal talent — and gives employees a fair way to find it.
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.
“If they go to LinkedIn and find a job, they’re gone in two weeks. If they’re on Fuel50 and find a job or a gig, they never leave, and you have more influence inside the organization.”
Larry McAlister
Former VP of Global Talent
NetApp
See where Gigs delivers outsized impact
Your compliance team needs 4 people for a 6-week audit.
Instead of hiring contractors at $200/hr, Gigs surfaces 12 qualified internal candidates in 48 hours. The team is staffed by Friday.
You need a UX researcher for 3 weeks for a new integration.
Gigs matches a researcher from another team who flagged UX as a growth interest. She gets stretch experience. The product ships on time.
Manufacturing is rolling out a new safety protocol across 8 sites.
Gigs targets only employees at affected sites with relevant certifications. No noise for everyone else. Compliance stays clean.
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 reducing 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 opportunity to grow and upskill via Gigs
