Internal talent mobility platform for HR and L&D teams

An internal talent mobility platform helps a company move people into new roles, projects and stretch assignments inside the organization, and helps employees see where they could go next. Most have three layers: a place where opportunities are visible (a talent marketplace or an internal job board), a skills and interests profile for each employee, and career pathways between roles. JobCannon is the assessment and career-discovery layer. Employees complete validated assessments and see which careers match their profile, in a knowledge graph of 2,521 careers and 1,863 skills, and HR reads results and group summaries in the organization cabinet. It is not a talent marketplace and it does not post or fill roles.

Two patterns. (1) Lightweight: employees take the assessments and bring the Career Match output into career conversations while your marketplace or job board handles the openings; results can also be pulled into your own systems through the REST partner API. (2) Deeper: in a partnership engagement we scope two extensions. The first maps our knowledge graph to your internal job-architecture taxonomy, so Career Match output speaks to your own roles and levels. The second extends the fit engine we already use to score candidates against a role, which explains each trait in plain English, so it can read an employee against the roles in your own catalogue. Both are advisory, and neither is a self-serve setting today. Training content stays in whichever learning platform you use; JobCannon identifies which skills matter for the move.

Frame it as optional and employee-owned. The risk is real, and it decides whether anyone uses the program. Three practices help. (1) Open enrollment: the assessments are available to any employee curious about their next move, not assigned from a list. (2) Employee-first results: employees see their own results first, and you agree in advance, and tell them, what HR and managers will be able to see. In the organization cabinet, HR can read per-person results for the people it invites, so set that expectation before the first invite. (3) Group-level reporting: give L&D patterns across groups rather than person-by-person lists. Department roll-up views are being added to the cabinet. A program that feels like surveillance gets low participation and cynicism; one that feels like a benefit gets used.

Indirectly. Assessment data feeds an employee's self-development plan and the development conversation with their manager. The platform does not produce talent-review ratings or succession-planning placements — those are management decisions made with HR, not algorithm decisions. L&D teams can read group summaries, or export results to CSV, to spot under-represented internal-mobility pathways (for example, engineering-to-product-management looks strong on paper but is rare in your company: what is blocking it?). A group-level signal informs program design without driving individual placements.

GDPR and CCPA require explicit, granular consent for psychometric assessment use in employment context. The platform deploys with default participant-controlled consent (employee sees what is collected, why, and can request deletion at any time). Enterprise clients in EU operations sign a Data Processing Agreement aligned to Article 28 GDPR. California employees get CCPA-aligned notice. The platform does not transfer data to third countries without standard contractual clauses. We do not perform any automated decision-making affecting employees under Article 22 GDPR; the platform is a self-discovery tool, not a hiring or promotion algorithm.

The platform does not gate Career Match outputs to internal-only roles. An employee whose best fit is outside the company will see that. Hiding external matches would cost the program its credibility with the very people it is meant to help, and an honest view lets L&D plan a transition with a handover rather than receive a sudden resignation.