Internal mobility dashboard
See where careers move and where they stall
Promotions live in the HRIS, internal applications in the ATS and career paths in a slide deck. RapidDashboard joins them to show internal fill rate, promotion rate by role and the roles where people stay put.
Live examples
The dashboard this question builds
KPIs, charts, the records behind them and an AI summary of what to do next. Hover any chart for values or open its table view.
Show our internal fill rate and promotion rate by occupation, and where people are stuck in their roles.
Internal mobility
Internal fill rate
30.9%
+4.1 pts 34 of 110 openings
Promotion rate
9.2%
+0.6 pts 28 promotions
Avg time in role
2.8 yrs
-0.1 vs last year
Roles flagged stuck
3
+1 109 employees
- Promotions
- Lateral moves
- Cross-department transfers
| Promotions | Lateral moves | Cross-department transfers | |
|---|---|---|---|
| Q2 2025 | 4 | 1 | 1 |
| Q3 2025 | 5 | 2 | 1 |
| Q4 2025 | 6 | 2 | 1 |
| Q1 2026 | 8 | 3 | 2 |
| Q2 2026 | 5 | 2 | 1 |
| Q3 2026 | 9 | 2 | 2 |
30.9%
34 of 110 openings filled internally · target 40.0%
- Internal applicants 158
- Met qualifications 104 66%
- Interviewed 66 63%
- Offered 38 58%
- Moved into role 34 89%
- Still in role at 90 days 32 94%
Org average: 9.2%
| Occupation (SOC) | Employees | Promotion rate | Avg time in role | Common next role | Status |
|---|---|---|---|---|---|
| Assemblers (51-2028) | 61 | 3.3% | 4.8 yrs | Production supervisor | Stuck |
| Machinery Mechanics (49-9041) | 22 | 4.5% | 4.2 yrs | Maintenance lead | Stuck |
| Customer Service Reps (43-4051) | 26 | 3.8% | 3.4 yrs | CS team lead | Stuck |
| Engineering Technicians (17-3023) | 18 | 11.1% | 2.6 yrs | Engineer I | Watch |
| Sales Reps, Technical (41-4011) | 27 | 11.1% | 2.1 yrs | Senior account executive | Healthy |
| Software Developers (15-1252) | 38 | 15.8% | 1.8 yrs | Senior developer | Healthy |
What changed and what to do
- Critical: Customer Service Reps have a 3.8% promotion rate and 3.4 years average time in role. One of 26 moved up in the past year, and CS team lead is the only step above the role today.
- Warning: Assemblers average 4.8 years in role with 2 promotions among 61 people. The workforce forecast shows 2 open production supervisor seats, a natural next step for this group.
- Good: Internal fill rate rose 4.1 points to 30.9%, and Software Developers lead the company with a 15.8% promotion rate.
AI summary
Summit People Co. filled 34 of 110 openings from inside over the past 12 months, an internal fill rate of 30.9%, alongside 76 external hires, and promoted 28 employees, a 9.2% promotion rate. Three occupations with 109 employees meet the stuck definition of a promotion rate under 5% and more than 3 years average time in role: Assemblers, Machinery Mechanics and Customer Service Reps. The largest drop in the internal funnel is the qualification screen, where 54 of 158 applicants exit. Recommend a defined CS career ladder with a senior rep step, a supervisor readiness cohort for assemblers and posting the two open production supervisor seats internally first.
Ask next
- Which internal applicants missed qualifications?
- Show promotion rate by manager
- Compare movers and stayers on attrition
Sample data for a fictional company. Your dashboards run on your own connected systems.
Why it matters
What this view changes
Promotion rate and time in role read together separate a hiring question from a career-path question, role by role.
The internal applicant funnel shows where internal candidates drop out, so HR can open the right step to more internal talent.
Roles with low movement and long tenure surface early, which gives managers time to build a career ladder for them.
Metrics glossary
The metrics behind these dashboards
How each number is defined, so everyone reads it the same way.
- Internal fill rate
-
The share of filled openings that went to current employees.
FormulaOpenings filled internally ÷ Total openings filled
- Promotion rate
-
Promotions over a period as a share of average headcount. Comparing it by occupation shows where advancement is concentrated.
FormulaPromotions ÷ Average headcount
- Internal mobility rate
-
All internal moves, including promotions, lateral moves and transfers, as a share of average headcount.
Formula(Promotions + Lateral moves + Transfers) ÷ Average headcount
- Average time in role
-
How long employees in an occupation have held their current position, measured from the last job change.
FormulaΣ Years since last role change ÷ Employees in role
Connections
How your systems connect
Supported APIs and exports sync into a private RapidDashboard store you approve. Dashboards read from that store, so source systems keep their normal load.
Workday HCM / BambooHR
PullsJob history, promotions, transfers, time in role
Official APIs on a scheduled sync classify each job change by type.
Greenhouse / iCIMS
PullsInternal applications, interview stages, offers
ATS APIs flag internal candidates and track them through each stage.
Lattice
PullsCareer tracks, readiness ratings, development goals
API sync adds readiness to the mobility view for succession planning.
Career data shared on a need-to-know basis
Internal applications and readiness ratings are personal. RapidDashboard keeps them in a private data store with role-based access, so a manager sees only their own team and an applicant's current manager sees an application only when the employee shares it. Every view and export is logged.
FAQ
Internal Mobility dashboards: common questions
How is internal fill rate calculated?
Internal fill rate is the number of openings filled by current employees divided by all openings filled in the same period. A company that filled 34 of 110 openings internally has an internal fill rate of 30.9%.
How do you measure internal mobility?
Most teams track internal fill rate, promotion rate and internal mobility rate, which counts promotions, lateral moves and transfers together. Breaking each one down by occupation and manager shows where movement happens and where it does not.
How do you find employees who are stuck in their roles?
Combine promotion rate with average time in role for each occupation. A low promotion rate with long tenure points to a career-path gap, while a low promotion rate with short tenure usually points to a hiring or onboarding question.
Can RapidDashboard track internal moves from our HRIS and ATS?
Yes. Job history from Workday or BambooHR and internal applications from Greenhouse or iCIMS sync into one private store through their official APIs. Each job change is classified as a promotion, lateral move or transfer automatically.
Keep exploring
Related example dashboards
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