Latest / The Internal Move Podcast with Fexingo: Lateral Roles, Internal Transfers, and Staying at Your Company / How an Internal Transfer Can Future-Proof Your Career
Transcript
- Lucas: So there's a statistic that's been sticking with me. McKinsey put out a report early last year — 2025 — estimating that roughly thirty percent of the tasks currently performed in finance roles could be automated by 2030. That's just four years away. And if you work in a field like accounting, loan processing, or even some marketing analytics, the number climbs higher. Luna: That's unsettling. But I bet a lot of people hear that and think, 'Well, I'm safe for now, right?' When is now too late? Lucas: Exactly. And that's where internal transfers become this secret weapon. Because if you wait until your role is already being phased out, you're competing against everyone else who waited. But if you make a lateral move now — into a department that's growing, not shrinking — you're effectively buying time to reskill while staying employed. Luna: So you're saying instead of quitting to go back to school, you just shift teams and learn on the job. Lucas: Right. I saw this play out at JPMorgan a couple of years ago. A guy in the loan processing unit — back-office, heavy manual work — realized that the bank was investing heavily in its data analytics division. He applied for an internal transfer to a junior data analyst role within the same risk department. Took a six-month training program the bank offered, and within a year he was building dashboards that automated the exact process he used to do by hand. Luna: That's like the ideal outcome. But not every company has that kind of training infrastructure. What if your company doesn't offer a formal path? Lucas: That's where you have to be more creative. Look at job postings in departments adjacent to yours. See what skills they're asking for. Often, the hiring manager for an internal role is open to someone who doesn't check every box, because you already know the company culture and systems. Luna: So you're basically reverse-engineering the skill set they want, then pitching yourself as a learner. Lucas: Exactly. And here's the part that most people miss: by making an internal transfer into a future-proofed area, you build a track record that looks great on an external resume too. It's not just about staying safe at your current company — it's about proving you can adapt. Luna: But what if your boss blocks the transfer? That happens. Lucas: It does. But you can frame it as a retention strategy. Say you want to stay with the company and this move keeps you engaged. If they still block, that's a signal that maybe it's time to look externally. Luna: You know, I realize we talk about these strategies a lot on this show, and I think that's partly why people keep listening. It's practical career advice without the hype. Lucas: And if it's been helpful to you — maybe you've used a tip from an episode to make a move or even just to think more clearly about your options — you can support us at buy me a coffee dot com slash fexingo. It's a small way to keep the show ad-free and independent. Luna: Yeah, I'll second that. Even a one-time contribution makes a difference. But back to the skill gap idea — once you've identified the skills you need, how do you actually get them without quitting your day job? Lucas: That's the beauty of the internal move. You can often negotiate a ramp-up period. Maybe you spend two days a week in the new role and three in your old one. Or you take on a project that spans both departments. It's a gradual transition, not a cliff. Luna: And you're still collecting a paycheck while you learn. That's huge. Lucas: Huge. So the first step is to audit your current role: what tasks are repetitive, rule-based, or data-heavy? Those are the ones most at risk. Then look at internal job boards for roles that explicitly require judgment, creativity, or interpersonal skills — the things automation struggles with. Luna: I'd add that networking internally is also key. The people who hire for those roles often don't post externally. They tap their network first. So having one conversation with someone in the target department can open doors. Lucas: Great point. And that conversation doesn't have to be formal. Ask for an informational interview. Say you're curious about their work. Most people are happy to talk about what they do. Luna: So the timeline — if I'm in a role that's at risk, when should I start this process? Lucas: I'd say six to twelve months before you think the role might change significantly. The earlier, the better, because the transfer itself can take a few months to go through. But even if you're already feeling the squeeze, it's not too late. Companies would rather retrain you than lose you. Luna: That's a good note to end on. Retraining instead of replacing. Lucas: Exactly. So if you're listening and you've been wondering about your next move, take that first step today. Look at one internal job posting that scares you a little. Luna: And if you want to support us, you know where to find us. Lucas: Buy me a coffee dot com slash fexingo. Thanks for listening.