Megan is a high performer. She is always looking for new opportunities to learn, contribute, and connect with others.
She's motivated by working with diverse colleagues and leaders and she's comfortable working across projects and departments.
The shift to remote work was tough on her at first. She felt like her networks, her people, shrank overnight and she couldn't connect with new mentors.
Now, she has Structural.
Without the opportunity for growth and internal mobility, what is to keep top performers, like Megan, from heading for the door? This is why a talent mobility is key for any retention strategy.
Instead of crafting a talent mobility plan for every individual across your organization, empower your employees to own their growth. Grant them visibility and access to connect with internal opportunities they value that simultaneously fulfill business needs.
Structural's opportunity marketplace helps employees find new roles and opportunities, and it also helps opportunities find the right people.
“We always check Structural to find the right people to match to opportunities in our fluid talent model. The use is beyond what I ever expected.”
MERGE CASE STUDY
Structural automatically creates and maintains stunning profiles for every individual in your organization.
These data-rich profiles are the foundation for a dynamic people directory that everyone can use to find and connect with the right people at the right time based on skills, interests, roles, clients, capacity, and more.
"Before Structural, we were blasting out emails trying to find the right people for internal needs, running into problems. Structural aggregates information on everyone in one place. Now, as opportunities arise, I can easily search and find the right skill sets for a given need."