Enterprise HR leaders use Structural to:

Operationalize opportunity, throughout the entire organization

Meet George

George is a CHRO. One of his strategic goals this year is creating more opportunities for employees to grow, to have a clearer view on skills, and to stem attrition.

Here are a few ways Structural helps HR leaders.


"It was easier for people to find a new job outside of our company, rather than inside of our organization."

With Structural, employees connect people and internal opportunities that help them grow and help your organization grow, at scale.

"We needed a talent mobility strategy that makes opportunities transparent and available to everyone."

Internal Opportunity Marketplace

Structural's opportunity marketplace helps employees find new roles and opportunities, and it also helps opportunities find the right people

With Structural you can search across your peoples' skills, experience, interests and more—so you can find hidden talent to fill internal roles.


"How can we create a culture that scales agency and transparency?"

Build a More Empowering Culture

Structural gives employees more agency and transparency by giving them scalable tools to build networks, find mentors and experts, and find opportunities. Empower your people, every day, at scale.

"To make impactful decisions about teams and resources, managers and peers need insight in real-time."

Skill insights—for teams, departments, and the whole organization.

Structural helps you see the full view of skills in your organization.


With Structural, HR leaders, like George, can break down silos, connect people, and expand opportunities.

For every employee, every day.

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