Internal opportunity marketplaces promise to transform how companies mobilize their people. From short-term projects and mentorships to open roles and learning pathways, they're designed to give employees visibility into growth opportunities without waiting for a promotion.
But here's the reality: most companies launch them… and then watch them flop.
Employees don't use them. Managers resist them. HR teams wonder why adoption is so low despite the buzz.
The answer? It's not about the tool. It's about the experience.
In this blog post, we break down:
- What an opportunity marketplace is
- Why employees ignore it (real reasons, not guesses)
- Practical strategies to fix adoption, rooted in UX, visibility, and trust
What is an internal opportunity marketplace?
An internal opportunity marketplace is a centralized hub that gives employees access to:
- Short-term gigs or cross-functional projects
- Open internal roles or stretch assignments
- Learning programs or certifications
The goal? Make internal mobility easy, visible, and self-directed. Let people raise their hands, explore lateral moves, or build skills in real work — not just wait years for a promotion.
Companies like Unilever, Schneider Electric, and Mastercard have reported major success using these platforms to increase retention, upskill talent, and reduce reliance on external hiring.
But success only comes when people use them.
Why employees ignore internal marketplaces: 5 root causes
Here's what really happens inside organizations — and why marketplaces sit empty:
| Reason | What it looks like | Underlying problem |
|---|---|---|
| No awareness | "I didn't even know we had this." | Poor internal launch, hidden in the intranet, no champions. |
| Low trust | "If I apply, will my manager think I want to quit?" | Fear of punishment, unclear norms around internal mobility. |
| Bad UX | "This is confusing and outdated." | Slow interface, unclear filters, poor mobile experience. |
| Irrelevant content | "Nothing here fits me." | Outdated listings, no personalization or skill targeting. |
| No feedback loop | "I applied and never heard back." | Black hole effect. Kills repeat engagement instantly. |
Without addressing these five friction points, even the best-intentioned internal mobility initiative will stall.
How to design a marketplace employees actually use
To fix adoption, focus on UX, visibility, and trust-building. Here's how:
A. Surface it where employees already work
- Integrate the marketplace into Slack, MS Teams, or your HRIS dashboard.
- Add smart notifications: "You've been matched with a mentorship based on your profile."
- Include it in onboarding for every new hire.
B. Prioritize ease of use
- Let employees filter by skills, project length, department, or time commitment.
- Use clear CTAs like "Raise your hand" instead of formal applications.
- Design for mobile first — many employees check opportunities on the go.
C. Make it personal
- Use AI to recommend relevant gigs, roles, or learning paths based on the employee's talent profile.
- Explain why the match was made: "You completed two similar projects in the past year."
- Spotlight matches in internal comms: "3 new gigs for content designers this week."
D. Close the loop
- If someone applies or expresses interest, acknowledge it.
- Provide status updates: "This role has been filled, but you're matched for X."
- If possible, offer feedback: "To qualify, consider completing this course or project."
E. Position it culturally
- Make it clear that internal mobility is encouraged — not punished.
- Encourage managers to celebrate team members who pursue internal growth.
- Share success stories in town halls and newsletters: "Here's how Ted moved from Ops to Product via a marketplace gig."
Take the next step with Talenteer
Empower employees to explore and act on internal opportunities
Metrics to measure success
Don't just track clicks. Measure whether the marketplace is actually shifting behavior.
| Metric | What it tells you |
|---|---|
| Participation rate | % of employees browsing, applying, or bookmarking gigs |
| Internal fill rate | % of roles or gigs staffed internally vs externally |
| Repeat usage | Are employees coming back to browse or apply again? |
| Match quality | Manager and employee feedback on fit and outcomes |
| Opt-in visibility | % of employees with completed talent profiles discoverable in the system |
Bonus: track time-to-fill for roles — it should drop as internal supply becomes more visible.
Final thoughts: Internal mobility needs more than a tool
An opportunity marketplace isn't just a new tab in your HRIS. It's a cultural and behavioral shift.
You're asking employees to raise their hand. You're asking managers to share talent. You're asking the business to see people as multi-dimensional — not locked into their current job title.
That requires:
- Great UX
- Clear value
- Trust in the process
- Champions at every level
When it's done right, internal marketplaces become more than software. They become a signal to your people:
"We see you. We believe in your growth. And we've built a system to help you act on it."
And that's when they show up — and stay.
