Employees quit to grow elsewhere while recruiters paid agencies to fill roles insiders could do. We built AI matching between every new opening and employee skills profiles — with private nudges — lifting internal fills from 9% to 28% of all roles.
Typical results
3x
Internal applicants per role
26 days
Time to fill, from 44
₪380K
Agency fees saved yearly
Figures reflect typical results for this kind of automation.
The challenge
With 1,400 employees, the insurer filled just 9% of openings internally. Vacancies were posted on an intranet page nobody visited, employees feared their manager would learn they were looking, and each opening drew barely two internal applicants. Meanwhile exit interviews kept repeating one theme: people left for roles that existed in-house.
Before and after
Roles filled internally
3.1×Time to fill internal hires
−41%Internal applicants per opening
3×The automation
We built skills profiles from HRIS data, plus a short career-interests survey each employee controls. When a role opens in the ATS, AI scores it against every profile; strong matches get a private, personal nudge — no manager visibility until the employee chooses to apply. Applications route through HR under agreed disclosure rules, and a mobility dashboard shows leadership where talent is moving and where it's stuck.
How it works
- 01
Living skills profiles
HRIS data plus a career-interests survey build a profile each employee controls.
- 02
AI match on open
Every new ATS opening is scored against all 1,400 profiles in minutes.
- 03
Private nudge
Strong matches get a personal message — invisible to their manager until they apply.
- 04
Protected routing
Applications flow through HR under agreed visibility rules that keep trust intact.
- 05
Mobility dashboard
Leadership sees internal movement, hotspots and stuck talent in one view.
Starts from
- New openings
- Employee skills profiles
Delivers
- Private role alerts
- Internal applications
- Mobility dashboard
The impact
Internal fills rose from 9% to 28% of all openings within a year, with applicants per role tripling from two to six. Internal hires close in 26 days instead of 44, agency fees fell by roughly ₪380K a year, and exit interviews finally stopped citing 'no room to grow.'
Questions about this automation
How does the AI match employees to open roles?
Each employee profile combines HRIS data, such as role history and skills, with a short career-interests survey the employee controls. When a role opens in the ATS, the AI scores it against every profile on required skills, experience and stated interests, and only matches above an agreed threshold receive an alert.
Will an employee's manager see that they were matched or applied?
Match alerts go privately to the employee, and nothing is shared with the manager unless the employee chooses to apply. Applications then route through HR under disclosure rules the organization agrees in advance, such as when and how the current manager is informed about an internal move.
Which systems does the matching connect to?
A typical build reads employee data from the HRIS, new openings from the ATS and survey answers from a form tool, then writes internal applications back into the ATS. The mobility dashboard can sit in Google Sheets or a BI tool. A multi-step build like this is usually rolled out in stages, starting with matching and private alerts.