As organizations navigate constant change—new technologies, evolving skill demands, and shifting business priorities—the ability to move talent quickly and intelligently has become a strategic advantage. Traditional career ladders and static job roles no longer support the speed at which modern businesses operate. Instead, companies are turning to internal talent marketplaces to unlock skills, enable agile role mobility, and future-proof their workforce.

Internal talent marketplaces go beyond internal job boards. They create dynamic ecosystems where employees can be matched to projects, gigs, stretch roles, mentoring opportunities, and full-time positions based on skills, aspirations, and organizational needs. For HR leaders, these platforms are becoming essential tools for workforce agility, retention, and skills-based planning.

In this article, we explore the 10 best internal talent marketplaces that are helping organizations enable agile role mobility, reduce reliance on external hiring, and empower employees to grow from within.

Why Internal Talent Marketplaces Matter for Agile Organizations

The pace of work has fundamentally changed. Skills become obsolete faster, teams form and dissolve more frequently, and business priorities shift with little notice. In this environment, relying solely on external hiring is expensive, slow, and risky.

Internal talent marketplaces address these challenges by:

• Making employee skills visible across the organization
• Enabling rapid redeployment of talent to high-priority initiatives
• Supporting project-based and gig-based work models
• Improving retention by offering career growth without role exits
• Reducing hiring costs and time-to-productivity

For HR teams, these platforms shift workforce planning from static headcount models to fluid, skills-based ecosystems.

1. Gloat

Gloat is one of the most well-known internal talent marketplace platforms, designed to help enterprises unlock internal talent at scale. The platform uses AI-driven skill intelligence to match employees with internal roles, projects, gigs, and mentoring opportunities.

What sets Gloat apart is its emphasis on organizational agility. Employees are encouraged to build skill profiles that evolve over time, while managers gain access to internal talent pools that might otherwise remain hidden. This creates a culture where career growth is continuous and mobility is normalized.

Gloat is particularly effective for large, global organizations seeking to move away from rigid job architectures toward a more dynamic, opportunity-based workforce model.

Best for: Large enterprises driving skills-based internal mobility at scale

2. Fuel50

Fuel50 focuses on aligning employee aspirations with organizational needs through personalized career pathways. Rather than pushing employees toward predefined roles, Fuel50 enables individuals to explore adjacent skills, future roles, and internal opportunities based on their interests and strengths.

The platform excels at career transparency. Employees gain clarity on what skills they need to develop to move into new roles, while HR leaders gain insights into future skill gaps and internal readiness.

Fuel50 is especially valuable for organizations looking to improve retention and engagement by making career growth visible and attainable within the company.

Best for: Career pathing and employee-led internal mobility

3. Eightfold AI

Eightfold AI brings a powerful, data-driven approach to internal talent mobility. Built on deep learning and skills inference, the platform continuously analyzes employee profiles, work history, and learning data to identify potential career matches.

Unlike traditional systems that rely heavily on job titles, Eightfold focuses on capabilities and potential. This allows organizations to surface non-obvious matches and create equitable access to opportunities.

Eightfold is well suited for companies aiming to integrate internal mobility with broader talent intelligence strategies, including workforce planning, diversity initiatives, and succession management.

Best for: Skills intelligence and predictive internal mobility

4. SAP SuccessFactors Opportunity Marketplace

The SAP SuccessFactors Opportunity Marketplace is designed for organizations already using SAP’s HR ecosystem. It enables employees to discover short-term assignments, gigs, mentoring relationships, and open roles based on skills and interests.

One of its key strengths is seamless integration with learning and performance data. Employees can identify skill gaps, access development resources, and apply new capabilities directly to internal opportunities.

For HR leaders, the platform provides visibility into skill supply and demand across the organization, enabling faster, data-backed talent decisions.

Best for: SAP-centric organizations seeking integrated internal mobility

5. Workday Talent Marketplace

Workday’s Talent Marketplace brings internal mobility directly into the flow of work. Employees receive personalized recommendations for roles, projects, and learning opportunities based on their skills and career goals.

The platform emphasizes skills transparency, helping organizations understand what capabilities exist internally and where gaps may emerge. Managers benefit from faster access to internal talent for short-term needs without lengthy approval cycles.

Workday’s approach is particularly effective for organizations looking to embed internal mobility into everyday workforce processes rather than treating it as a standalone initiative.

Best for: Organizations using Workday HCM with a focus on skills-based agility

6. Cornerstone Talent Marketplace

Cornerstone’s Talent Marketplace extends its learning and performance heritage into internal mobility. The platform connects learning outcomes directly to internal opportunities, encouraging employees to apply newly acquired skills in real business contexts.

By blending career development, learning, and opportunity discovery, Cornerstone supports continuous growth and internal movement. HR teams gain insight into how learning investments translate into workforce agility.

This solution works well for organizations prioritizing upskilling and reskilling as a core internal mobility strategy.

Best for: Learning-led internal talent mobility

7. Hitch Works

Hitch Works focuses on internal gig marketplaces, enabling organizations to match employees with short-term projects and stretch assignments. The platform is designed to break down silos and encourage cross-functional collaboration.

Employees can explore opportunities beyond their current roles, while managers can tap into underutilized talent without permanent transfers. This model supports experimentation, innovation, and skill development with minimal risk.

Hitch Works is especially valuable for organizations embracing project-based work models and agile team structures.

Best for: Internal gig work and project-based mobility

8. Talent Marketplace by Phenom

Phenom’s Talent Marketplace applies AI-driven personalization to internal mobility, treating employees with the same care and sophistication as external candidates. The platform matches individuals to roles, projects, and growth opportunities based on skills, behavior, and aspirations.

A key strength of Phenom is its focus on employee experience. Personalized recommendations, intuitive interfaces, and transparent opportunity discovery help drive adoption and engagement.

This solution is well suited for organizations aiming to unify talent acquisition and internal mobility under a single experience framework.

Best for: Employee-centric internal mobility experiences

9. Neobrain

Neobrain emphasizes skills ontology and workforce intelligence, helping organizations map, assess, and mobilize skills across the enterprise. The platform supports internal mobility by identifying skill adjacencies and potential career transitions.

Neobrain is particularly strong in environments undergoing transformation, such as digitalization or restructuring. It enables HR teams to proactively redeploy talent rather than reactively hiring or downsizing.

For organizations focused on strategic workforce transformation, Neobrain provides deep analytical insight into internal capabilities.

Best for: Skills mapping and workforce transformation initiatives

10. AG5 Skills Intelligence Platform

AG5 specializes in skills visibility and competency management, making it easier for organizations to understand who can do what—and where. While not a traditional marketplace in the narrow sense, AG5 enables agile role mobility by creating real-time transparency into skills availability.

By clearly mapping certifications, competencies, and experience, AG5 supports faster internal matching for roles, projects, and compliance-driven assignments. It is particularly effective in regulated or operationally complex industries.

AG5 helps HR and operations leaders move beyond job titles to deploy talent where it is most needed.

Best for: Skills transparency in regulated or operational environments

Key Features to Look for in an Internal Talent Marketplace

When evaluating internal talent marketplaces, HR leaders should focus on capabilities that support agility and adoption:

• Skills-based matching: Goes beyond titles to surface hidden potential
• Project and gig support: Enables short-term, flexible role mobility
• Employee-driven discovery: Empowers individuals to own their growth
• Manager visibility: Allows leaders to access internal talent quickly
• Integration with learning: Connects development to real opportunities
• Analytics and insights: Supports workforce planning and skill forecasting

The most successful platforms balance organizational needs with employee aspirations.

The Future of Agile Role Mobility

Internal talent marketplaces are rapidly becoming foundational infrastructure for modern HR. As organizations move toward skills-based workforce models, these platforms will play a central role in how work gets done.

In the future, we can expect internal mobility to become more fluid, data-driven, and personalized. Roles will evolve continuously, careers will be shaped by experiences rather than titles, and HR teams will act as architects of opportunity ecosystems rather than gatekeepers of jobs.

For organizations committed to agility, resilience, and employee growth, investing in the right internal talent marketplace is no longer optional—it’s essential.

Final Takeaway

Internal talent marketplaces enable organizations to move faster, retain top talent, and respond to change with confidence. By unlocking internal skills and enabling agile role mobility, HR leaders can transform workforce planning from a reactive function into a strategic advantage.

Choosing the right platform depends on organizational size, maturity, and goals—but the direction is clear: the future of work is internal, dynamic, and skills-driven.