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.
Mobility
Fill critical roles faster by automatically matching your internal talent to open opportunities
Match employees to relevant roles and succession pipelines based on skills, readiness, and aspirations. Move faster, grow capability through real work, and reduce external hiring costs by activating your internal talent marketplace.
Check Out Mobility in Action Below
Why organizations use Mobility
Headcount shifts don’t always keep pace with business priorities—leaving roles unfilled, internal capability underused, and external hiring costs rising. A skills‑driven internal mobility engine closes the gap by connecting people to the right roles quickly and fairly.
Critical roles stall while costs rise
Without an internal mobility engine, leaders rely on slow, manual sourcing and external contractors, delaying delivery and increasing spend when internal talent could step in.
Opportunities are invisible and uneven
Employees can’t easily see lateral and vertical moves across teams, so development is ad‑hoc, engagement drops, and mobility lags because access isn’t transparent or equitable.
Compliance and relevance are hard at scale
Generic listings create noise and risk—without governed audience targeting (e.g., location, org unit, function), ineligible employees see roles while the right teams miss them.
Staff critical roles with confidence—and develop talent along the way
Use Fuel50 Mobility to surface high‑fit internal candidates quickly and compliantly, while giving employees equitable visibility into cross‑functional career moves and future roles.
Journeys
Provide employees with clear views of potential career paths within your organization.
- Increases job satisfaction, engagement, and loyalty by empowering employees to take control of their professional growth.
- Offers personalized role recommendations based on employees skills and interests.
- Shows employees what skills are needed to reach target roles.
Vacancies
Reduce time-to-fill with an AI-powered internal job board that proactively recommends open positions to employees based on their skills and potential.
- Connects your talent with the right opportunities at the right time.
- Reduces turnover, optimizes your workforce, and fosters a culture of growth and development.
“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 Mobility delivers outsized impact
If you need to fill critical roles faster, cut external hiring costs, and give people fair access to internal opportunities, Mobility delivers outsized impact across these industries.
Manufacturing
Increase workforce agility across sites by directing openings 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 movement with governed, attribute‑based visibility (e.g., location, business unit, function) so only eligible employees see and apply for relevant roles.
Tech
Match people to short‑ and long‑horizon opportunities based on skills and aspirations, with transparent access 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.
See how Fuel50 Mobility can transform your business
Mobility FAQ
Mobility surfaces high‑fit internal candidates quickly and builds pipelines for current and future roles, reducing time‑to‑fill. It helps prioritize internal placements to lower external recruiting spend and associated costs. Insights dashboards quantify internal mobility rates and time‑to‑fill impacts so you can prove value.
Organizations with strong internal mobility see higher retention, and Mobility makes internal moves visible and actionable. Insights connects mobility behaviors to retention outcomes so leaders can track impact over time.
Mobility enables cross‑functional moves and dynamic pipelines so you can quickly reallocate talent as priorities shift. This improves organizational adaptability and capacity without defaulting to external hires.
Fuel50 pairs employee‑centric, explainable, skills‑based matching with a curated skills architecture and integrated Insights, connecting actions to outcomes. This combination drives transparent matches employees trust and value narratives leaders can prove.
Attribute‑based targeting and governed visibility ensure only eligible employees see relevant roles while broadening access across functions and locations. Matches are powered by documented, skills‑based logic for trust and explainability.
Insights includes Internal Mobility Impact dashboards to track internal placement rates, time‑to‑fill, and related value drivers. Internal pricing and packaging guidance provides a value‑to‑cost model to frame Mobility’s financial return with stakeholders. Positioning materials outline cost savings from shifting fills internally.
Mobility signals feed Succession planning to connect skills, readiness, and internal movement into a unified view of who’s ready now and who’s next. This creates a continuous internal feeder system that reduces leadership risk and accelerates backfills.
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
Retain your workforce with Fuel50 Mobility
