Most employees only find an internal job if someone tells them it posted. Phenom Talent Marketplace works from their skills instead, matching each person to roles, gigs, mentors, and learning inside your company and flagging when a fit opens. They apply into the pipeline recruiters already work in.
An employee who wants to move gets a job list and a title search, nothing pointing to roles they'd fit, no alert when one opens, so most never look. Applying inside is harder than outside: more steps, less info, often no answer. The recruiter can't see the skills inside and starts outside.
An employee signs in to roles ranked by skill fit, each with the gap and a way to close it: a gig, mentor, or course. They can flag they're open to a move, and Phenom alerts them when a fit opens. When they apply for a role, employees show up along with external candidates, with their skills and internal work history captured.
Almost every company already has some version of this page. It usually comes in one of three forms, and none of them is a marketplace.
The internal career page in your system of record. One list for everyone, even outside the pipeline.
The internal job board. Your external site with a filter, no profile, no matching.
A streamlined marketplace tool. Not another login or profile employees have to type in themselves.
Internal opportunities that are easier to find and easier to act on.
Many companies promise first consideration, and some countries require it. But if your system can't post a job to employees only, the internal-first window runs on email or gets skipped. In Phenom, any job can be tagged internal, external, or both. Internal applicants arrive marked as employees, feeding an internal-fill rate you can show leaders.
Internal-only postings. Tag a job for employees only, for the outside market only, or for both.
Marked on arrival. Internal applicants reach the recruiter flagged as employees, in the same pipeline as everyone else.
Movement you can report. Internal applications and outcomes feed your workforce analytics.
Ask employees to keep a skills profile up to date and most do it once. So the platform learns instead: what someone can do builds from hiring onward, through the roles they hold and the gigs they finish. Everything in the marketplace reads from that one profile, so nobody fills a second form, and it sharpens every time they use it.
Built by the platform, kept current. Phenom keeps learning what an employee can do from their hiring process onward.
One profile, four kinds of opportunity. Roles, gigs, mentors, and learning all match against the same skills.
Raise their hand. An employee can flag that they are open to a move or a rotation, and Phenom factors that into their matches.
The employee most likely to resign this quarter is often someone ready for a bigger job who can't see one inside, so they don't tell HR; they answer a recruiter. A marketplace changes what they see first: fitting roles without a search, a relevant internal opportunity, or a gig or mentor for development.
The opening finds the employee. Phenom sends people the roles that fit their skills instead of waiting for a search.
Lateral moves count as growth. Sideways and cross-functional moves are presented as growth, not as a fallback.
Continuous engagement. Gigs, mentors, and learning let an employee make progress before the next role opens.
Talent Marketplace reads and writes the same employee profile as everything else in Phenom, and it matches on the same skills foundation.
In the marketplace, Career Pathing shows an employee the route to the role they want and the skills it takes, Gigs gives them short-term internal work that builds the missing skill and leaves proof behind, and Career Coach Agent answers what’s next.
The AI inside Talent Marketplace does three jobs. It builds each employee's skills profile from hiring onward instead of trusting a form filled in once. It matches on skills and adjacent skills, in both directions, so employees see roles that fit and recruiters see the people who fit the role. And it decides what each person sees, including when a role opens.
Phenom keeps employee interests, saved roles, and applications out of their manager's view, and you set the rules for who can see what. SOC 2 Type II certified, GDPR and CCPA compliant, with AES-256 encryption and annual penetration testing protecting every employee profile the product touches.
22%
growth in internal hires
129%
increase in internal applicants
Up to 35%
internal candidate conversion, against 1% external
We had a 22% increase in internal hires. This is amazing, because that's our target. Retaining those employees is the key.
We're trying to make it as easy as possible for employees to see what roles are available to them so that they can have those discussions with their managers and take action.
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