If you’re feeling stuck in your role or overlooked for promotions, you might be missing out on the quiet hiring revolution reshaping careers: internal mobility. It’s time to stop waiting and start designing your ideal path.
I recently had a coaching session with Dana, a smart, capable client in her mid-thirties who worked in corporate communications for a Fortune 500 company. She was burning out—again. “I keep getting more work dumped on me, but my role hasn’t changed in three years,” she told me. Sound familiar?
That’s when I introduced Dana to the concept of quiet hiring—something her company was already doing, even if they didn’t call it that. Quiet hiring is when companies shift responsibilities or promote skills without formally promoting the employee. In other words, Dana was growing her scope of work, just not her title or paycheck.
Companies are restructuring fast to keep pace with AI, remote work, and economic shifts. Instead of big hiring sprees, they’re quietly repurposing internal talent. It’s not just budget-friendly—it’s strategic. And if you’re not aware of it, you’ll miss your opportunity to step up before the official job posting goes up.
Internal Mobility: The Career Goldmine You’re Not Using
Let’s talk internal mobility—a fancy term for climbing the ladder within your existing company. Most people think they need to leave to grow. But sometimes, the fastest track forward is under your own nose.
Dana’s frustration was real, but so was her opportunity. She’d already taken on project leadership, mentored new hires, and built out a training manual for her department. These weren’t “extra tasks”—they were unofficial steps toward a more strategic role. So, we got practical.
5 Steps to Leverage Quiet Hiring & Internal Mobility
1. Track Your Expanding Role. Every Friday, Dana started noting the tasks she did outside her original job description. Within a month, she had a one-page highlight reel of how she was already operating at the next level.
2. Pitch a Role, Not a Raise. Instead of asking for a raise (which often triggers budget objections), Dana pitched a revised role. She presented her Friday notes and outlined how her contributions could be formalized into a new title. The result? A new role was created for her, plus a 12% raise.
3. Identify Your Company’s Pain Points. Quiet hiring is all about solving problems. Dana noticed that onboarding new hires was a pain point, so she offered to streamline it. When you solve problems leadership cares about, your stock rises.
4. Build Relationships Beyond Your Boss. Promotions don’t always come from your direct manager. Dana had informal coffee chats with leaders in other departments. One of them later recommended her for a cross-functional leadership initiative. Be visible and make sure to develop relationships outside of your own department.
5. Rebrand Your LinkedIn (Internally). Quiet hiring doesn’t mean quiet branding. Dana updated her internal employee profile and LinkedIn to reflect her new expertise. This built internal credibility and sent a subtle message: I’m growing.
Why Quiet Hiring Works in 2025
Here’s what makes this trend so timely and powerful:
- Companies want to retain good people. Hiring externally is expensive and risky.
- AI and automation are reshaping job descriptions weekly. Flexible, self-driven employees are invaluable.
- Remote work has made it easier to go unnoticed. So it’s up to you to be your own advocate. Don’t wait to be “discovered.” Act like the role is already yours—and make it obvious.
What to Do If You Feel Overlooked
If you’re not seeing traction internally, try this:
- Take the Career Change Kit to see if your strengths are even aligned with your current role. You may be outgrowing it.
- Enroll in the Coach Yourself to Success Course to develop the confidence and clarity to navigate your next move.
- Set a 90-day goal. Make internal mobility your project. Pitch a new initiative, shadow a leader, or join a cross-functional team.
The Emotional Payoff of Owning Your Career Path
Let’s talk about something no one mentions—how good it feels to take charge of your own career growth. Dana told me after her role revision, “It wasn’t just the raise—I finally felt seen.” When we’re waiting on someone else to promote us, we’re in a state of powerlessness. We start to doubt our value, and that self-doubt leaks into everything—from how we speak up in meetings to how we show up at home.
But once you realize that you are the driver of your professional path—not your boss, not HR, not the job market—you shift from passive to powerful. Even if you don’t get immediate results, the simple act of advocating for yourself builds confidence. You become bolder. You start asking different questions. And you start saying no to roles and responsibilities that no longer serve your growth, and yes to those that do.
You might be surprised by how your employer responds. Managers often want you to grow, but they’re too busy or distracted to initiate the conversation. When you come prepared with solutions, ideas, and initiative, you stand out.
Quiet hiring is the backstage pass. Use it to walk confidently to center stage.
Final Thoughts
Career growth isn’t just about jumping ship or chasing job titles. Sometimes, the smartest move is a strategic pivot right where you are. Quiet hiring and internal mobility are the modern pathways to power—if you’re paying attention.
Dana’s story is proof: you don’t need to wait for a formal promotion to level up. With some initiative and clarity, you may be able to create the role you want right where you are. And, if that doesn’t work, you can always look for jobs elsewhere.
Ready to Make Your Move?
If you’re ready to clarify your strengths and carve a fulfilling career path, start today with the Career Change Kit or explore the Online Coach Yourself to Success Course.
Another helpful resource is my book, Coach Yourself to a New Career (included in the kit). This book is a step-by-step guide to help you through the daunting process of career change. It’s filled with exercises, real-life examples, and practical career change advice to help you gain clarity and confidence in your career transition.
It’s never too early—or too late—to step into the career you truly want.
