Internal Job Opportunity Template
Copy our internal job opportunity templates to advertise vacancies to existing employees. Choose the version that matches the opportunity, then add the role, eligibility, application process and closing date before sharing it internally.
What makes a good internal job opportunity announcement?
A good internal vacancy announcement should give employees enough information to decide whether the opportunity is relevant to them and explain exactly how the internal application process works.
Clear
Employees should immediately understand the role, level and type of opportunity.
Inclusive
Make eligibility and requirements clear so suitable employees can consider applying.
Specific
Explain the responsibilities, requirements and application steps rather than relying on internal knowledge.
Time-bound
Give employees a clear closing date and enough time to consider the opportunity.
Consistent
Apply a clear process so internal candidates understand how applications will be considered.
Do not assume employees already understand the vacancy because they work for the company. Treat the internal advert as a genuine job opportunity with enough detail to make an informed decision.
3 internal job opportunity templates
These templates cover three common types of internal recruitment: a standard permanent vacancy, a career progression opportunity and a temporary secondment or project role.
Internal job opportunity announcement
Subject: Internal Opportunity – [Job Title]
Hi everyone,
We are pleased to announce an internal opportunity for a [Job Title] within our [Team / Department].
This role will be responsible for [brief summary of the role and its main purpose].
Key responsibilities include:
• [Responsibility 1]
• [Responsibility 2]
• [Responsibility 3]
We are looking for someone with:
• [Essential skill / experience 1]
• [Essential skill / experience 2]
• [Essential skill / experience 3]
Role details:
Location / working arrangement: [Location / Hybrid / Remote]
Salary / grade: [Salary / Grade / Band, where applicable]
Hours: [Full-time / Part-time / Hours]
Contract: [Permanent / Fixed-term]
If you are interested in applying, please [explain application process] by [Closing Date].
If you would like an informal conversation about the role before applying, please contact [Name / Job Title].
Kind regards,
[Name]
[HR / Hiring Manager / Department]
Internal promotion or development opportunity
Subject: Internal Career Opportunity – [Job Title]
Hi team,
We have an internal opportunity available for a [Job Title] within our [Team / Department].
This could be a good next step for someone looking to develop their experience in [leadership / management / specialist area / relevant function].
The successful candidate will take responsibility for [brief explanation of scope] and will work closely with [teams / manager / stakeholders].
We would particularly welcome applications from colleagues who can demonstrate:
• [Relevant experience / skill]
• [Relevant experience / skill]
• [Relevant behaviour / capability]
You do not necessarily need to have held this exact job title before, but you should be able to demonstrate the core skills and experience required for the role.
Role details:
Salary / grade: [Salary / Grade]
Location: [Location / Working arrangement]
Reporting to: [Manager / Job Title]
To apply, please [submit a CV / expression of interest / application form] by [Closing Date].
For an informal discussion about the opportunity, contact [Name / Job Title].
Kind regards,
[Name]
[HR / Hiring Manager / Department]
Temporary internal opportunity
Subject: Internal Secondment Opportunity – [Role / Project Name]
Hi everyone,
We are inviting expressions of interest for a temporary internal opportunity as [Job Title / Project Role].
The opportunity will run for approximately [duration] and will focus on [brief description of project, team or objective].
This could suit someone looking to build experience in [relevant area] while contributing to [project / business objective].
Main responsibilities will include:
• [Responsibility 1]
• [Responsibility 2]
• [Responsibility 3]
We are looking for:
• [Skill / experience 1]
• [Skill / experience 2]
• [Skill / experience 3]
Opportunity details:
Duration: [Length of secondment / project]
Start date: [Approximate date]
Location / working arrangement: [Details]
Reporting to: [Name / Job Title]
If you would like to be considered, please send [an expression of interest / short application / CV] to [Contact] by [Closing Date].
Before applying, please follow any internal process required for secondment opportunities within your organisation.
Kind regards,
[Name]
[HR / Hiring Manager / Department]
Be precise about the type of opportunity. A permanent promotion, lateral move, fixed-term role and secondment can have very different implications for an employee, so make the arrangement clear from the start.
What should you include in an internal job advert?
Employees may know your organisation, but they may know very little about the vacancy itself. Give them essentially the same core information you would provide to an external candidate.
Make the role and the part of the organisation it sits within immediately clear.
Give employees a short explanation of why the role exists and what it is expected to achieve.
Summarise the most important areas of ownership rather than relying on the job title alone.
Explain the requirements employees will be assessed against.
Include the relevant pay information where your internal recruitment process allows it.
State the location, office requirements, hybrid pattern or working hours.
Explain whether there are any genuine internal eligibility requirements or process conditions.
Give employees a clear next step and deadline rather than asking for informal expressions of interest with no process.
Keep the internal recruitment process clear
Internal recruitment can become awkward when employees do not understand how decisions will be made. A simple, consistent process helps manage expectations for both successful and unsuccessful applicants.
Publish the opportunity
Make the role details, criteria and application deadline available to relevant employees.
Use clear selection criteria
Decide what skills, experience and evidence applicants will be assessed against.
Review internal applications consistently
Avoid making the outcome appear predetermined before employees have had an opportunity to apply.
Communicate the outcome
Let internal candidates know whether they are progressing and close the loop with unsuccessful applicants.
If employees need to formally apply, Career Poster's Shortlisted Email Template and candidate communication guides can help you structure the next stage.
What to avoid when advertising a job internally
Should you advertise a job internally, externally or both?
Internal advertising can surface employees who already understand your organisation, while external advertising gives you access to a wider candidate market. Some employers run both processes together; others advertise internally first before deciding whether external recruitment is necessary.
Useful when you want to develop existing talent
- Creates progression opportunities
- Uses existing organisational knowledge
- Can surface transferable internal skills
- Supports internal mobility
Useful when you want to widen the candidate pool
- Provides access to a broader market
- Can bring in experience not currently available internally
- Reaches candidates across job boards and search platforms
- Can increase the range of applicants considered
Need to open the vacancy to external candidates? See our guide to Advertising a Job Online or compare Career Poster's job advertising packages .
Take your vacancy from internal opportunity to external campaign
If the right candidate is not available internally, Career Poster can help you advertise the vacancy across leading job boards and manage applications through one employer dashboard.
Internal job opportunity FAQs
How do you announce an internal job opportunity?
Share a clear internal vacancy announcement containing the job title, department, responsibilities, essential requirements, salary or grade where appropriate, working arrangement, application method and closing date. Employees should be able to understand the opportunity without needing additional context.
What should you say in an internal job posting?
Explain what the role is, why the opportunity is available, what the successful employee will be responsible for, the skills or experience required and how current employees can apply. Also make clear whether it is permanent, temporary, promotional or a secondment.
Should an internal job advert include salary?
Where your organisation's recruitment and pay processes allow it, including the salary, grade or band can help employees understand the level of the opportunity before they apply.
How long should an internal job vacancy stay open?
Give employees enough time to see the vacancy, consider whether it is suitable and complete the required application process. The appropriate timeframe will depend on the role and your organisation's internal recruitment policy.
Can you advertise a role internally and externally at the same time?
Employers can run internal and external recruitment alongside one another where this fits their recruitment process. Make the selection criteria clear and decide in advance how applications from each source will be considered.
Should employees tell their manager before applying for an internal role?
This depends on your organisation's internal recruitment policy. If manager notification or approval is required at a particular stage, state that clearly in the vacancy information rather than assuming employees already know the process.
Should unsuccessful internal candidates receive feedback?
Providing useful feedback can be particularly valuable for internal candidates because they remain employees and may be interested in future development opportunities. Where feedback is provided, keep it relevant to the role and the selection criteria.
