Picture Maya. When she joined her company as a customer support associate, she never imagined she’d one day lead a product team. But thanks to a mix of mentorship, access to upskilling programs, and managers who saw her potential, she moved up, one opportunity at a time.
Stories like Maya’s are proof that when companies invest in internal mobility, everyone wins. Employees feel empowered to grow and stay engaged, and organizations build a stronger, more loyal workforce.
This month, we’re spotlighting companies that get it — those that champion career pathing, foster growth through learning and mentorship, and make it easier for employees to move within instead of moving on. Whether it’s structured development programs or culture-first approaches to talent retention, these employers are setting the bar high for internal mobility.
Automattic
Automattic fosters internal mobility through a comprehensive learning ecosystem prioritizing individual and collective growth.
- Structured Learning: Quarterly workshops and training programs build leadership capabilities at all levels, from Individual Contributors to Leads of Leads.
- Personalized Coaching: Multiple coaching options (1:1 sessions, monthly circles, writing skills, public speaking, neurodivergent coaching) equip Automatticians with tools to reflect on career direction and develop new competencies.
- Self-Directed Development: Rather than enforcing rigid career ladders, Automattic encourages unique journeys aligned with personal goals, supported by team leads, HR resources, peer feedback, and a skills matrix for discovering growth opportunities.
Learn more about Automattic.
Veracode
At Veracode, we believe career growth isn’t just a possibility—it’s a priority. Whether you’re looking to build new skills or take on fresh challenges, there are plenty of ways to grow. Our self-paced learning resources and certification programs let you develop expertise at your own speed, while stretch assignments provide hands-on experience in new areas. Managers also support career development plans to help you map out your next move. No matter your path, Veracode gives you the tools to own your growth and shape your future.
Learn more about Veracode.
Cummins
Cummins pursues a “hire to develop” talent philosophy with processes designed to prioritize placement of our internal talent into job vacancies. We emphasize the importance of giving employees latitude to explore new job opportunities that match their career development interests.
Our principles for internal moves:
- We seek to grow the capabilities of our employees by offering varied job assignments made visible through job posting processes.
- We value the experiences employees gain by working on a variety of assignments.
- We strive to fill open positions with qualified internal candidates and provide developmental opportunities for all employees.
- We expect open conversations between employees, current managers, hiring managers, HR representatives, and Business/Function leaders regarding employee career goals, employee interest in specific job opportunities.
Learn more about Cummins.
HealthEdge
At HealthEdge, we’re committed to fostering career growth from within.
Here’s how we support internal mobility:
- Opportunities First – Our policy ensures employees have priority access to open roles, encouraging internal career growth.
- Career Visibility – We’re actively reviewing ways to enhance awareness of internal opportunities through manager meetings and postings on the intranet.
- Success Spotlights – Showcasing employee transitions to inspire others.
- Supportive Transitions – Managers and the People Team collaborate to facilitate smooth internal moves and communication.
- Continuous Improvement – We’re continuously refining our processes to make internal mobility more accessible and rewarding for all.
Learn more about HealthEdge.
Zillow
At Zillow, we believe career development is important and all employees should have the resources they need to own the growth of their career. This is why we’ve partnered with three valuable online learning platforms to support your career journey with mentorship (Tribute), networking (Imperative), and coaching (Bravely).
We also have Zillow’s Leadership Entrance Experience Program (LEEP) was designed for individual contributors who want to explore people management and develop their leadership skills. In addition to LEEP, we have a dedicated curriculum for each level of leadership, whether you are new to management or a seasoned leader, and will introduce you to our Leadership Blueprint, our framework for leadership at Zillow.
Finally, we provide unique, instructor-led development courses, along with online learning experiences, through Zillow University and LinkedIn Learning. These courses cover a variety of topics, ranging from public speaking to resiliency.
Learn more about Zillow.
Zapier
At Zapier, career growth is about building skills that inspire. Our Career Growth Goals framework helps us take charge of our development by tackling stretch projects, shadowing other teams, or expanding our expertise through Experience, Exposure, and Education.
Our internal job board makes it easy to explore new opportunities, and our managers support our growth within the right roles to help us develop and shine.
When the time comes for that next move—inside or outside of Zapier—our Next Play Program ensures we all have the tools to transition with confidence.
Growth here isn’t one-size-fits-all—it’s designed to fit the individual.
Learn more about Zapier.
Building your future at Zapier - YouTubewww.youtube.com
Shure
You grow, we grow! We are proud to promote a culture of mobility at Shure. We hire the best and then invest in their continued growth. Our award-winning learning programs include a wide variety of resources and learning experiences that can be customized to individual skill needs. Whether you want to grow in your current function or explore an entirely new discipline, we encourage regular, open communication between all managers and Associates to ensure feedback and career goals are clear. Internal job boards, mentorship, succession planning, and Associate surveys help enhance the development journey of every Shure Associate. We believe that Associate engagement runs parallel to internal mobility – and our Associate tenures that span decades are proof that career empowerment matters!
Learn more about Shure.
Celonis
At Celonis, we empower Celonauts to take ownership of their careers through internal mobility programs. Our Internal Mobility Program provides visibility into open roles via Degreed, a platform where Celonauts can explore job opportunities and learning resources. We also offer mentorship programs, such as the Global Mentoring Program and Leading@Celonis, to foster skill development and leadership growth. By combining structured career pathways, mentorship, and transparent opportunities, we create an environment where Celonauts can explore new challenges while making a lasting impact within the company..
Learn more about Celonis.
Internal mobility at Celonis - YouTubewww.youtube.com
Stryker
Stryker is committed to helping employees grow their careers from within. Internal mobility resources—available in eight languages—help employees navigate career movement, whether that means a new challenge or new opportunity. Stryker also offers a robust development portal with leadership training, change management support and career growth workshops. Employees are encouraged to take charge of their futures, and many have found success advancing within the company. Hear personal internal mobility stories and see how Stryker fosters career growth for everyone.
Learn more about Stryker.
Nestlé
Nestlé fosters internal mobility through various initiatives and programs, including promotion pathways that allow for advancement based on performance and potential, cross-training opportunities to gain experience and skills in different areas, an internal job board, and skill development programs to enhance employees' capabilities and prepare them for new roles. These initiatives not only encourage career growth and development but also enable employees to explore different areas of the business and contribute to the company's overall success.
Learn more about Nestlé.
MiQ
At MiQ, we make internal mobility transparent and accessible. Our teams can view the competencies needed for their role, other departments, or the next level up, helping them see how their skills transfer. Our annual review process - Personal Insight - includes dedicated time to discuss career growth, and we use the TOP model—Talents, Opportunities, and Passions—to guide development planning. This means our people can explore future moves with their managers and align their growth with business needs.
Learn more about MiQ.
