Latest / The Internal Move Podcast with Fexingo: Lateral Roles, Internal Transfers, and Staying at Your Company / How to Pivot to a New Function With an Internal Transfer
Transcript
- Lucas: One of the least discussed career moves is using an internal transfer to change your entire job function — moving from, say, engineering to product management, or from accounting to business development — without having to start from scratch at a new company. Luna: That sounds almost too good to be true. Don't recruiters expect you to have direct experience in that function? Lucas: They do if you're applying externally. But internally, the rules are different. You've already proven you can learn the company's systems, navigate its politics, and deliver results. That institutional capital is incredibly valuable. Luna: So it's like a career reboot, but with a head start. Can you give a concrete example? Lucas: Sure. Take Sarah — composite name — she was a financial analyst at a large regional bank for four years. She wanted to move into risk management, a completely different function. She didn't have a risk management background. But she knew the bank's data systems, she knew the compliance officers, and she'd built a reputation for being thorough. So when a junior risk analyst role opened up, she applied internally. The hiring manager knew exactly who he was getting. She got the job, kept her seniority, and within a year she was leading a team. Luna: That's a great story. But what about the downside? Does staying at the same company mean you never get the 'fresh start' that an external move can give you? Lucas: That's a fair question. An external move lets you reinvent yourself completely. But the trade-off is you lose your network, your tenure, and your institutional knowledge. An internal pivot gives you the best of both worlds — a new trajectory without losing your footing. Luna: Right. And I imagine the internal job boards are a goldmine. Many companies post openings only internally for the first week or two. Lucas: Exactly. And that's a huge advantage. Externally, you're competing with hundreds of applicants. Internally, you might be one of a handful. Plus, hiring managers often prioritize internal candidates because the cost of onboarding is lower and they know the person can operate in the culture. Luna: So if someone is considering this, what's the first step? Lucas: First, you need to build relationships in the target function. Attend their team meetings if you can, take on a cross-functional project, find a mentor in that department. You can't just apply cold — you need allies who'll vouch for you. Luna: That makes sense. So networking within your own company is actually the key. Lucas: Absolutely. And it's easier than networking externally because you already see these people in the hallway or on Slack. You can arrange coffee chats. I've seen people make a successful pivot by simply volunteering for a project in the new area. Lucas: If today's insight about using internal transfers to pivot functions is helpful — and I hope it is — this show stays ad-free because of listener support. You can find that at buy me a coffee dot com slash fexingo. Luna: Yeah, and it really does make a difference. Keeps us independent and focused on what matters. Lucas: Exactly. Now, let's talk about timing. The best moment to make this kind of move is after you've delivered a clear win in your current role. You want to be seen as someone who adds value, not someone who's running away from a problem. Luna: So after a successful project, not during a downturn? Lucas: Right. If you're unhappy because you're underperforming, an internal transfer might not fix that. But if you're solid in your current function and just want a different challenge, that's the sweet spot. Luna: What about your current manager? Won't they feel betrayed if you try to leave the team? Lucas: That's a real concern. The key is to frame it as a career development opportunity, not a rejection. Most good managers want to see their people grow, even if it means losing them. And in many companies, internal mobility is encouraged by leadership. Luna: So transparency helps. Lucas: Yes. You can even say, 'I'm really grateful for what I've learned here, and I see an opportunity to add value in a different way. I'd love your advice on how to make this transition smooth.' That usually works. Luna: And what about salary? Do internal transfers often take a pay cut when moving to a different function? Lucas: Not necessarily. Many companies have policies that protect your compensation for lateral moves. Sometimes you might even get a small bump if the new role has a higher pay band. But you shouldn't expect a huge jump. The payoff comes later, when you're promoted in the new function more quickly because you have that insider advantage. Luna: So it's a long game. Lucas: It is. And one more thing — when you make the move, be prepared to be a beginner again. You'll have to ask questions and rely on your team for guidance. That's humbling but necessary. Luna: Right. And that's actually easier in a company where you already have relationships. You're not starting from zero. Lucas: Exactly. So let's recap: internal transfers let you pivot to a new function without losing your seniority, your network, or your institutional knowledge. The key is to build bridges first, time your move after a win, and embrace being a learner again. Luna: And the stats back this up. I've seen data from LinkedIn that internal hires are more likely to stay longer and get promoted faster. So it's not just anecdotal. Lucas: Great point. So if you're feeling stuck in your function but like your company, this might be the move for you.