Internal mobility
Career coaching platform that keeps your best people growing inside the company
Jonah, the AI career coach, helps every employee map a path to their next internal role, build the evidence for promotion and close the skills in between, while HR sees where the gaps sit by team.
Jonah AI mentor
Career ladder mapping, Skill gap matrix, Promotion packet, Brag document
In short
A career coaching platform helps employees plan and reach their next role through structured coaching. AiMentoring gives each person Jonah, an AI career coach who maps the target role against a career ladder, builds a skill gap matrix, sets monthly milestones and weekly tasks, and assembles a promotion packet, while HR sees only anonymous team aggregates.
People leave when the next step is invisible
Employees who cannot see a next role inside the company tend to find one outside it. Often the role exists, but the person does not know what it requires, which skills they lack or how to show readiness. Their manager may not know either, especially across departments. Replacing a mid-level specialist commonly costs a meaningful share of a year's salary in hiring and ramp time, so a career coaching platform pays for itself when it keeps a handful of people who would otherwise have left.
Jonah makes the next step concrete. The employee names a target such as "move from support specialist to customer success manager in 9 months" or "reach senior analyst level by the next review cycle". An 8 to 12 question assessment scores current skills from 0 to 5, and the result becomes a roadmap with monthly milestones, each listing the skills to build, the outcomes to reach and the evidence to collect.
Career ladder mapping and a skill gap matrix for every employee
Jonah uses three working tools. Career ladder mapping lays the current role and the target role side by side, level by level. The skill gap matrix lists each required skill with the current score, the target score and the fastest way to close the distance, whether a stretch assignment, a course, a mentor conversation or a piece of work to produce. The promotion packet collects results, examples and feedback month by month, so that the case for the move is ready when the opening appears.
- Weekly tasks. Three to five per week with due dates, and a Friday check-in email in the employee's business hours.
- Material review. Upload a CV, an internal application, a self-review or a project summary for inline comments against the career rubric.
- Interview practice. For internal interviews, Nora, the AI interview coach, runs scored mock interviews with STAR answers.
| Skill for the target role | Current | Target | How to close the gap |
|---|---|---|---|
| Account planning | 1 | 3 | Draft two account plans, upload both for review |
| Renewal conversations | 2 | 4 | Shadow three renewals, practise the price discussion in sessions |
| Data storytelling | 2 | 3 | Present a quarterly usage summary to one client |
| Stakeholder management | 3 | 4 | Run the next cross-team handover meeting |
Promotion readiness becomes something you can see
Promotion conversations often stall on vague answers such as "you need more visibility". Jonah turns that into milestones with evidence. A six month readiness plan for an engineer aiming at a senior title might look like the table below, and each row ends with something the employee can show their manager.
| Months | Milestone | Evidence for the promotion packet |
|---|---|---|
| 1 to 2 | Agree the expectations of the target level with the manager | Written list of level criteria and current gaps |
| 3 to 4 | Lead one project end to end with a measurable result | Project summary with outcome and stakeholder feedback |
| 5 | Mentor a newer colleague and improve one team process | Mentee progress notes, before and after process figures |
| 6 | Submit the promotion case | Reviewed promotion packet with results, examples and a plan for the next level |
HR sees mobility trends by team and nothing personal
The HR panel shows how many employees have an active career goal, average milestone completion and the most common skill gaps per team, so L&D can see that, for example, the operations group shares a gap in data analysis worth a cohort course. Every number needs a group of at least five people behind it before it appears.
HR never sees who is planning a move, which role they are aiming for, their conversations, their uploaded CV or their scores. That privacy is the reason the platform works for retention: an employee who fears that a career goal will be read as a resignation signal will not write it down. Read more about the rollout approach in AI coaching for employees without surveillance.
Retention arithmetic for a 500 person company
Human career coaching typically costs about 250 to 400 USD per employee per month at weekly cadence, with individual sessions often 150 to 500 USD per hour. These are typical market rates, not our measurements. The example below compares that with seats for 150 employees in a 500 person company who opt into the internal mobility track.
- Example break-even. If replacing one mid-level employee costs 40,000 USD in hiring and ramp, keeping one person who would have left covers the yearly Teams cost for 150 seats almost twice.
| 150 seats for one year | Per employee per month | Total per year |
|---|---|---|
| Human career coaching at a typical 300 USD | 300 USD | 540,000 USD |
| Teams billed yearly | 12 USD | 21,600 USD |
| Enterprise billed yearly (100 seats plus 50 at 19 USD) | about 19.33 USD | 34,800 USD |
Pick Teams or Enterprise for internal mobility
Both plans are bought at self-serve checkout with yearly billing selected by default. Seat changes are made in the panel and charged immediately and pro rata. Limits are monthly usage counters per seat, and deleting a goal or file does not give quota back.
| Teams | Enterprise | |
|---|---|---|
| Billed monthly | 25 USD per seat, 10 seats minimum | 3,900 USD for up to 100 seats, 39 USD per added seat |
| Billed yearly | 12 USD per seat per month | 1,950 USD per month, 19 USD per added seat |
| Each seat per month | 200 messages, 4 reviews, 2 active goals, 10 MB files | 300 messages, 8 reviews, 3 active goals, 25 MB files |
| Internal mobility track and HR panel | Included | Included |
| Your career framework and job levels in the coach | No | Included |
| SSO, SCIM, role based access, audit log | No | Included |
| Data processing agreement, EU or US hosting, priority support | No | Included |
| How you pay | Card | Card, or invoice with payment terms on annual billing |
Enterprise uses your own levels and job families
If your company publishes job levels or a career framework, Enterprise lets L&D upload it with the competency model. Jonah then maps employees against your real ladder and your role names, so the gap matrix matches what managers use in calibration. Enterprise also brings SAML single sign-on through your identity provider, SCIM provisioning, an audit log, a DPA, EU or US data region and priority support. See the security page and pricing for the full list.
How to launch a career coaching program for internal mobility
- 01
Publish what roles exist
Make sure employees can see internal role descriptions or levels, since the coach maps against them.
- 02
Open seats on an opt-in basis
Invite by link or email domain and let employees choose to join, which keeps trust high.
- 03
Turn on the internal mobility track
Each participant starts with a target role, an assessment and a skill gap matrix.
- 04
Tell managers how to support it
Ask managers to discuss career goals in 1:1s when the employee raises them, without asking for coaching content.
- 05
Use the panel to plan training
After 60 days, read the shared skill gaps by team and fund the courses or stretch roles that close them.
Questions about the career coaching platform
Will employees use this to plan leaving?
Some may, and a career coach cannot prevent that. What it changes is visibility: when people see a realistic internal path with milestones, many choose it. HR never learns who has which goal, which is why people are willing to set one.
Can HR see who wants to move teams?
No. HR sees aggregates such as goals in progress and skill gaps per team, and only for groups of five or more. Target roles, conversations, CVs and scores stay private to the employee.
Does employee data need consent or works council review?
Your legal team and any employee representatives decide that under your local rules. We give them the privacy model, the exact data HR can see and the security controls, plus a DPA and data region choice on Enterprise.
How is this different from our learning catalogue?
A catalogue offers courses. Jonah tells an employee which two skills matter for their target role, sets weekly tasks, reviews their work and follows up. Courses become one tool inside the plan.
What does the security review cover?
Encryption in transit and at rest on every plan, and on Enterprise SAML SSO, SCIM provisioning, role based access, audit log, DPA, data region choice and priority support.
Can we be invoiced?
Annual Enterprise can be paid by invoice with payment terms through self-serve checkout. Teams is paid by card. Payments are final under the refund policy, and you can cancel with access to the end of the paid period.
See your first month before you pay
Open the internal mobility track for your first ten employees and see the skill gaps by team in the panel.