Internal Job Application: Moving Within the Company

In an internal application people already know you – that is an advantage and a risk.

• Known track record: your work of recent years is the actual application.
• Network matters: recommendations from the target team often weigh more than the dossier.
• Political dimension: a move affects two teams – the releasing manager has to support it.
• No classic cover letter: a short motivation is expected, not a standard letter.

The most common mistake: the application is submitted before your own manager knows about it. The order should be chosen deliberately.

1. First check: is the position advertised internally and is an internal application welcome?
2. Then the target team: an informal conversation with the future manager clarifies expectations – before the formal process begins.
3. Then your own manager: inform them openly, with reasons and a timeline. “I am applying internally for X” is better than a surprise.
4. Last the formal dossier: submit it through the official channel.

Exception: if the relationship is strained, inform your manager at the same time as you submit – never later.

The CV stays the same, the focus shifts.

• Emphasise successes within the company: projects, metrics, responsibility – with reference to the target role.
• Make internal positions visible: short assignments, deputising and project roles belong in the CV too.
• Keep the motivation short: half a paragraph is enough: why this position, why now, what you bring.
• No criticism: wording such as “finally out of my team” is a reason for rejection – even if it is only implied.

An internal interview tests judgement rather than technical knowledge.

• Show company knowledge: know the metrics, strategy and current projects of the target area.
• Discretion: do not use internal information from your own team as an argument.
• Address the handover: “I can hand over in four weeks, Y’s induction is secured” is more convincing than enthusiasm.
• Salary: internal moves usually follow the salary band of the target position – ask early about the grading.

Legally an internal move is a new contract – the details decide how the transition works.

• Is resignation needed? Often not within the same group; with affiliated companies a new contract may require terminating the old one.
• Periods: the notice period of the existing contract applies if the old contract is terminated.
• Handover: a clear plan with dates, contacts and open tasks prevents conflicts.
• Probationary period: check whether the new contract provides for a probationary period again – common, but negotiable.

An internal rejection is not the end of a career – how you handle it is visible.

• Get feedback: ask specifically which competencies were missing.
• Keep the relationship: the manager who rejected you may decide differently next time.
• Development plan: agree concrete steps with your manager – further training, project responsibility, deputising.
• Check your prospects: if internal moves are blocked permanently, that is a signal for the external market.

Anyone who stays matter-of-fact after a rejection and visibly works on the gaps is taken more seriously at the next internal process.